Code of Conduct

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Latest version as decided by the General Meeting of Members at March 28, 2025.

CODE OF CONDUCT

In the community, it is customary to use first names, but this is not obligatory.
Posts should be formulated in a readable and understandable way. Remember that others may not have the same level of knowledge about ILIAS or IT topics as you do.
Quote correctly and avoid misunderstandings through precise communication.
Adopt the perspective of others and reflect on how your statements might affect others.

New members are welcomed actively and supported by structured onboarding processes.
Offers include:
- Mentoring and personal contact persons.
- A welcome pack with important information about the community.
- Self-service resources for getting started (e.g. tutorials, forums, Discord).
- Onboarding consultation hours or mentoring programmes.
- Clear paths to participation opportunities, e.g. language files or SIGs.

Feedback is seen as a valuable gift, the use of which is left to the person receiving the feedback.
Give feedback promptly to maximise its impact.
Describe observations objectively and clearly, without judgement.
Use ‘I’ phrases and describe your personal perception rather than making general assumptions.
Show appreciation and recognise different opinions.
Be constructive by making concrete suggestions for improvement and addressing changeable behaviour.

Where possible, events and dates are organised to be family-friendly, e.g. in the mornings or outside of school holidays.
Digital participation should be made possible at events where neither content-related aspects (e.g. high confidentiality) nor the nature of the event (e.g. workshops) speak against it.

The community pursues a common goal. (Reference to the [xln url=‘https://docu.ilias.de/go/copa/9682’]Manifesto[/xln])
We encourage new ideas and strive for open, respectful communication.
Every member takes responsibility and actively supports others.
Criticism and challenges are addressed openly and in a solution-orientated manner.

In the event of disagreements or perceived breaches of this Code of Conduct, the parties involved should first seek dialogue with each other if this appears reasonable.
If no agreement can be reached or if one of the parties feels uncomfortable, an arbitration committee can be convened.
This committee consists of one person appointed by each of the parties and another person appointed by the Executive Board.
This committee listens to the concerns confidentially and provides support in clarifying them.
The aim is to resolve conflicts in a fair, solution-orientated and transparent manner.

We create an environment in which everyone can fulfil their potential regardless of gender, origin, age, disability or sexual orientation.
Diversity is actively promoted, particularly when appointing members to committees.