Code of Conduct
The current Code of conduct is intended to define the standards of the cultural policy for the Tech team at Ebury. This document doesn’t substitute the existing Ebury Employee Handbook but it can be seen as a practical guide to understand the expected behaviour and attitudes for each member of this team.
Members of this community are encouraged to create a positive, healthy and productive working environment where everybody feels included and treated with dignity. We want to encourage everyone’s participation without the fear of being harassed, undervalued or offended.
This means, among other things, that we must avoid making jokes or mock people at the expense of their:
- Race, nationality, ethnic or national origin
- Gender, gender identity and expression
- Sexual orientation
- Physical appearance
- Religion, beliefs or political affiliation
- Marital or civil partner status
- Maternity or pregnancy
Any harassment or bullying based on any of the mentioned characteristics of a person interferes with an individual’s work performance and the Company reserves the right to take disciplinary action against employees who breach this policy.
All employees have the responsibility to read, understand and comply with this policy at all times. We all must act as role models for our colleagues, especially team leads and senior staff.
The ultimate goal of a Code of conduct is to create a work culture that gives people equal opportunities to grow, enjoy and feel productive. Your active commitment is the only way to make it real.
We, the Ebury Tech community, are committed to create an inclusive, supportive and helpful working environment. We want to learn from each other and contribute to the success of the company with our talent and passion. For this reason, we will strive to promote behaviours and attitudes that reinforce these values at all times. The following list does not have an order of preference, all stated values, attitudes and behaviours are equally as important:
Diversity and inclusion
- Recognise, respect and value differences of several dimensions (race, gender, age, ethnicity, disability, sexual orientation, origin or beliefs, among others).
- Respect people’s culture and traditions.
- Be sensitive to people’s life experiences.
- There is no ‘we’ and ‘the others’, do not marginalise minorities.
- Propose inclusive team building activities.
- Stand up against discrimination.
- Be aware of inherent privileges over other groups.
- Take accountability for your actions.
- Do not make or trivialise offensive jokes.
- If harassment or bullying occurs, it is never the victim’s fault.
- Do not normalise sexist, racist, homofobic, etc. stereotypes.
- Use inclusive language – it will make Ebury a better place for everyone. For example, avoid using ‘guys’ or ‘chicos’ as it is not inclusive, women and non-binary people may not feel recognised under those terms. You can use ‘team’, ‘people’ or ‘everyone’ instead.
- All places at work are public. Even when using private channels at the workplace, continue to show exemplary behaviour.
- Do not just apologize, actually stop inappropriate behaviour or attitude.
- Do not make obscene gestures, or use sexually suggestive images like virtual meeting backgrounds or screen-savers, they could be visible to others and result humiliating and/or offensive.
- Strive for continuous improvement. There’s always more to learn.
- Help colleagues to get the job done. Be open to collaboration.
- Invite people to participate, ask them explicitly for their opinion.
- There’s no success for one individual only. Acknowledge team effort.
- Focus on people’s strengths. Assume people are doing the best they can.
- Accept criticism. Provide constructive criticism, this will help to build team trust.
- Get to know the people in different teams.
- Respect personal space.
- If you are unhappy with anything, let your manager know privately as soon as possible, they will help you to find a solution.
- If you disagree with something, strive to discuss on a public forum respectfully.
- Ask for help whenever is needed, this will avoid future problems.
- Avoid pressuring people to get something done, offer your help as much as possible. Be clear about what you expect from others before demanding a specific achievement.
- Be kind and appreciate people’s help. Say thanks.
- Communicate in public channels, where everybody can learn and participate.
- Communicate asynchronously as much as possible. Be respectful with people’s working organisation.
- Improve your verbal and non-verbal communication. Not discussing is also communication.
- In written communication, be even more friendly than usual, mind your words. Note that tone may get lost or misunderstood in writing.
- Meetings are the last resource, but in case they happen, prepare an agenda and share conclusions in public channels.
- Avoid ambiguity in your words, that will help you to be understood in a good way.
- If you are going to repeat what the other person just said, acknowledge their ideas first.
- Do not spread malicious rumours or deliberately supply incorrect information.
All employees have the responsibility to understand and comply with this policy at all times. We want everybody to feel safe and proud of their exemplary behaviour. Personalities are diverse and we understand that everyone will have different manners to make this happen. Unfortunately, sometimes we cannot avoid conflict so we all must act immediately.
Members of this community will be asked to stop any harassing behaviour as soon as it is identified, and they are expected to comply immediately regardless of their role or position. Ignoring deliberately these demands will interfere with an individual’s work performance.
If a person incurs in harassing behaviour or attitudes that breach this policy, disciplinary actions may be taken against them.
If you believe that someone is not complying with this policy, you should make it clear to the person that such conduct is unwelcome and offensive. That should be enough for them to stop their behaviour. However, if they persist and you think it constitutes harassment or bullying, we encourage you to report the incident immediately before it becomes a major issue.
We strongly encourage you to inform HR as soon as possible about any worrying situation, they will be able to give you support and mediate to find a solution for the incident.
Every incident will be managed with strictest confidentiality. Every case is different and it will be handled with sensitivity and respect of all the parties involved.
Frequently Asked Questions
Where does this code of conduct apply?
- Ebury Tech Slack/Google Chat channels/rooms irrespectively they are private or public or not.
- Direct messages by chat, email or 1:1 conversations at work.
- Virtual and face-to-face meetings.
- Any social networks like Twitter, LinkedIn, Instagram, Github, etc. where you can be identified as an Ebury employee.
- Conferences, talks, and public spaces where you can be identified as an Ebury employee.