Code of Conduct

1. POLITICAL OPPRESSION: We recognize that racism, sexism, homophobia, transphobia, class exploitation/classism, ableism, colonialism, and other forms of oppression exist, and we will fight to eliminate such oppression from society. We will not use bigoted language or engage in discriminatory behavior. We will support one another in cultivating self-awareness of our experiences with oppression and privilege.

2. PEACE: We want peace and equality. We will not engage in interpersonal violence.

3. SEXUAL AUTONOMY: We recognize every person’s right to safety, sexual autonomy, and sexual freedom. We will not engage in sexual violence, sexual harassment, or other non-consensual sexual behavior.

4. GOOD FAITH: We will work to overcome a culture of isolation, competition, and fear. We will avoid negative assumptions, accusations, blaming, gossiping, put-downs, dishonesty, personal attacks, and aggressive behavior. We will approach one another on assumptions of good faith, work to build relationships based on common ground and solidarity, and will strive to solve problems through direct face-to-face dialogue. We will practice and promote active listening. This means we will seek to understand others’ ideas and perspectives by listening, validating, checking-in, asking clarifying questions, and repeating back to confirm understanding.

5. INCLUSION: We will work to ensure that all voices are included, heard, and respected. We will avoid dominating conversations and will facilitate others’ participation in discussion and decision-making. During meetings and group conversations, we will abide by the principles of “stand up, stand back” and “the divider rule” (please contribute but maintain awareness of your participation in proportion to the group). We will respect facilitators and chapter by-laws, and will support one another in developing our skills as leaders and facilitators. 

6. DIVERSITY: We recognize that our current society is both diverse and unequal. We will work to resolve all forms of social injustice, and will strive to make our chapter reflect the diversity of our society by facilitating the participation and leadership of women, LGBTQ+ people, people of color, undocumented people, people with disabilities, youth, the elderly, and people from other historically marginalized groups. We will cultivate awareness of body-language, emotions, and diverse culturally-informed behaviors, and seek ways to accommodate and include people with a diversity of cultural practices, communication styles, learning styles, and socialist political perspectives.

7. RESPECTFUL DIALOGUE: We will avoid treating political disagreements as personal attacks. We will seek to overcome misinformation and divisiveness, and ground political ideas, discussions, and arguments in facts and evidence. When discussing our personal experiences, perceptions, and feelings, we will avoid generalizations and use first-person “I statements” to make clear that we are speaking as individuals and not on behalf of others. We will respect one another’s differences and work to find points of solidarity and opportunities for collaboration and movement-building.

8. CONFIDENTIALITY: We will respect one another’s confidentiality, time, and personal boundaries. We will strive to communicate clearly and directly about our personal needs, check-in with others about theirs, and avoid sharing personal information or information conveyed by others in private without consent.

SECTION II: CONFLICT RESOLUTION PROCEDURE 

Differences of opinion are an inevitable part of the democratic process. Members will strive to better understand one other through open dialogue. If you are being harassed or discriminated against or are experiencing another violation of Community Guidelines, or notice that others are experiencing a violation of Community Guidelines, and you do not feel comfortable voicing your objections directly with the offending party, or, if voicing your objections has not resolved the issue, you may contact a member of the Steering Committee directly to file a grievance. You may also file a grievance at any time with the National DSA in accordance with our National Harassment Policy (Resolution 33).

SECTION II: AMENDMENTS

These Community Guidelines may be amended at a MHVDSA General assembly by a two-thirds (⅔) majority as long as proposed amendments have been provided to members in writing 14 days before the assembly. The code of conduct can also be amended at a special meeting with a (⅔) majority as long as proposed amendments have been provided to members in writing 14 days before the meeting.

SECTION III. ANTI-HARASSMENT POLICY

MHVDSA is committed to creating a space that is welcoming and inclusive to members of all genders, races, and classes. The following policy provides guidelines to ensure that everyone is able to organize without fear of harassment, abuse, or harm.

1. Scope
   1. Prohibited behavior. Members shall not engage in harassment on the basis of sex, gender, gender identity or expression, sexual orientation, physical appearance, disability, race, color, religion, national origin, class, age, or profession. (Harassment based on categories not encompassed by those listed section (a) will be evaluated at the discretion of the chapter’s DSA harassment grievance officer (“HGO”) and Steering Committee representatives.) Harassing or abusive behavior, such as unwelcome attention, inappropriate or offensive remarks, slurs, or jokes, physical or verbal intimidation, stalking, inappropriate physical contact or proximity, and other verbal and physical conduct constitute harassment when:
      1. Submission to such conduct is made either explicitly or implicitly a term or condition of a member’s continued affiliation with DSA;
      2. Submission or rejection of such conduct by an individual is used as the basis for organizational decisions affecting such individual; or
      3. Such conduct has the purpose or effect of creating a hostile environment interfering with an individual’s capacity to organize within DSA.

Retaliation. This policy prohibits retaliation against any member for bringing a complaint of harassment pursuant to this policy. This policy also prohibits retaliation against a person who assists someone with a complaint of harassment, or participates in any manner in an investigation or resolution of a complaint of discrimination or harassment. Retaliatory behaviors includes threats, intimidation, reprisals, and/or adverse actions related to organizing. If any party to the complaint believes there has been retaliation, they may inform the chapter’s HGO who will determine whether to factor the retaliation into the original complaint, or treat it as an individual incident.

2. Reporting Harassment
   1. Complaints. Members who believe they have been harassed by another member may follow the standard DSA complaint process by filing a formal complaint with the chapter’s HGO. There will be no time limits requiring the accuser to file a report within any amount of time after the alleged harassment has occurred.
   2. Appeals process. Either party may appeal the form of relief determined by the chapter Steering Committee by filling out an appeal form within thirty days of receiving written notice of the Steering Committee’s decision. The chapter’s HGO will advise on the process for filing an appeal with the National Harassment Grievance Officer.