Code of Conduct
Democratic Socialists of Canada
Article 1. Purpose
The code of conduct acknowledges that living and organizing as a broad coalition means fostering an environment of mutual respect and unity to enact our common goals, as outlined in the Democratic Socialists of Canada (DSC) constitution. The code of conduct is designed to recognize and solve disputes between DSC members. This document outlines the arbitration system focusing on rehabilitation and consequences for violators. As each member brings unique lived experiences, we acknowledge diversity in both personal and political points of view. Respect underpins any effective organizing. The code acknowledges the inherent human dignity of each member of the DSC.
Article 2. Aim and Application
The aim of the code of conduct is to outline the expected behaviour of members rooted in respect. There is an expectation of maturity in regards to free expression and in the resolution of any disagreements. We distinguish between debate and free expression from conflict resulting in physical, emotional, sexual and mental abuse. The aim of these guidelines is to resolve such disputes impartially. We acknowledge that true fairness may be clouded by personal bias, therefore, democratic approaches shall be applied to counter any potential partiality. We aim to use rehabilitative measures like restorative justice. We acknowledge the grounding of such practices in traditional Indigenous culture. Given the inclusive nature of this organization any disregard of conduct shall result in repercussions determined by processes outlined in the Code of Conduct.
Article 3. Basic Principles
Section 1. No Harassment or Harm
The DSC is a big tent organization and as such, members will join with varying identities based on racial, cultural, linguistic, ethnic, religious, gender, education, age, sexual orientation, disability, wealth, health or analogous grounds.
Each member joins the DSC with different experience, knowledge and have had different opportunities to:
Learn about historical and political topics and ideologies, including but not limited to; socialism & capitalism, globalization and international relations, colonialism, socialist literature and current events
Unlearn oppressive behaviour and ideologies
The goal of DSC is to organize the working class to create a democratic socialist society, which relies on solidarity and camaraderie among members, even with differences of backgrounds and opinions. It is therefore necessary to create an inclusive environment free of discrimination and abuse to foster a culture of mutual respect.
Members shall not engage in harassment on the basis of sex, gender, gender identity or expression, sexual orientation, physical appearance, disability, race, ethnicity, religion, national origin, class, age, or profession.
As per the Canadian Human Rights Commission:
‘’Harassment is a form of discrimination. It includes any unwanted physical or verbal behaviour that offends or humiliates another person. Generally, harassment is a behaviour that persists over time. Serious one-time incidents can also sometimes be considered harassment.’’
Section 2. Respectful Debate
Rigorous debate is one of the hallmarks of any socialist organization. Such debate elicits the fullest political commitment and input from each member in order to develop a unified national perspective. As comrades committed to the same struggle, we expect debates to be conducted with civility, respect and in good faith..
Section 3. Conflict Management and Resolution
Debate and disagreements sometimes lead to conflicts. When handled properly, conflicts can lead to personal and organizational growth. If handled poorly, conflicts often have a detrimental impact on DSC’s cause, members, our community, and DSC itself.
Article 4. Standards and Values
i. As a member of DSC, I will uphold the integrity and reputation of DSC by ensuring that my conduct is demonstrably consistent with DSC’s values and standards.
Recognizing my role in DSC’s mission to challenge injustice in all of its forms, and to build
economic, social, and political democracy, I will respect all peoples’ rights, and I will contribute to an organizing and working environment characterized by mutual respect, integrity, dignity and non-discrimination, by, at a minimum:
refraining from demeaning, discriminatory, or harassing behavior and speech;
participating in an authentic and active way;
exercising consideration in my speech and actions;
sharing analysis and opinions rather than accusations;
complying with applicable Community Agreements during meetings and other events;
addressing conflicts and disagreements in a professional and respectful manner, and seeking assistance from a National Grievance Officer (NGO) or Chapter Grievance Officer (CGO) when necessary. This does not require that a member who is the subject of harassment or any other conduct violation confront the harasser.
ii. As a member of DSC, I will treat all people with respect and dignity and challenge any form of harassment, discrimination, intimidation, exploitation or abuse;
I will ensure that my relationships and behavior in the context of my role as a DSC
member are not exploitative, abusive or corrupt in any way;
I will not use any grievance process–or encourage or assist anyone in using any grievance process– to rid a DSC chapter of people with whom I or they disagree politically, and/or with whom I or they have been engaged in debates or disagreements;
I will not attempt to silence or marginalize any fellow member, and I will not try to influence others to silence or marginalize any member;
If I have concerns about a member’s conduct, I will report that conduct to my Chapter Grievance Officer (CGO) or a National Grievance Officer (NGO) and allow the processes laid out in this code of conduct to resolve the issue. I recognize that engaging with other members in advance of filing an official report will be seen as an attempt to sew division and weaponize this process. I will respect that this process is only to be used to reduce harm to members not to silence a dissenting or different opinion than mine;
I will not engage in any of the following conduct during meetings, assemblies, social
gatherings or any online DSC spaces, including but not limited to:
Violence, threats of violence or violent language directed against another person;
Sexist, racist, homophobic, transphobic, ableist or otherwise discriminatory jokes and language;
Posting or displaying sexually explicit or violent material;
Posting or threatening to post other people’s personally identifying information (“doxxing”);
Personal insults, particularly those related to gender, sexual orientation, race, religion, or disability;
Inappropriate photography or recording. You should have someone’s consent before taking their photograph and/or recording their voice; online or in person.
Distribution of photography or recordings of conversations with members without their permission either online (ie- screenshotting and sharing something someone said) or in person;
Inappropriate physical contact. You should have someone’s consent before touching them;
Unwelcome sexual attention. This includes: sexualized comments or jokes; inappropriate touching, groping, pornographic media, and unwelcome sexual advances;
Deliberate intimidation, stalking or following (online or in person);
Disruption of community events, including meetings, talks and presentations, including anyone who is in substantial disagreement with the principles or policies of the organization, as provided by the DSC Constitution.
Failure to adhere to a personal boundary requested by a member
Online Specific Behaviour
Dogpiling whereby a member with a different opinion than the consensus is attacked by other members with an unreasonable amount of vigor in a short time frame with the intention of silencing the different opinion.
Trolling whereby a member enters the online space of the DSC solely for the purpose of upsetting or angering others.
Impersonation whereby a member pretends to be someone that they are not.
Cyberbullying whereby a member uses any form of electronic communication to harass another member
Advocating for, or encouraging, any of the above behaviour; online or otherwise.
I acknowledge that there are differences in severity of offenses and the severity of
discipline will be relative to the severity of the offense.
iii. Recognize and avoid possible conflicts of interest;
I will disclose any financial, personal, family, or close intimate relationship interest in matters of official DSC business which may impact on the work of DSC;
If I wish to keep any personal relationship private, I will not participate in any DSC committee, working group, or other DSC-related interaction or work where my private relationship, if known, would give the appearance that I was favouring (or disfavouring) the person with whom I am in a relationship.
iiii. Be responsible for the use of information, equipment, and resources to which I have access by reason of my membership in DSC;
I shall make my identity known, through the name under which I registered to the organization, when engaging in all DSC spaces and activities, both online and in-person.
I shall respect the confidentiality of sensitive information to which I gain access by virtue of my membership in DSC.
I shall not use membership, financial or other data to harm DSC or any DSC members.
I shall not create or maintain any social media accounts in DSC’s name without the approval of the Local/ NPC.
I shall not share any sensitive information to which I gain access as a member of the DSC to any external person, group or organization without permission from the appropriate authority to do so.
Article 5. National Grievance Officers
The NPC shall:
Vet and appoint at least two members to serve as the designated NGO;
Determine appropriate training requirements for NGOs
Determine term limits for NGOs and develop methods for removing NGOs for cause.
Establish an email address to function as a confidential reporting “hotline” that is only accessible by the NGO(s);
Develop template forms both for reporting and responding to accusations of harassment that include:
a. The parties’ contact information
b. The names of the parties involved
c. A description of reported incident
Develop template forms for appealing the form of relief determined by NPC / Steering Committee that include:
a. The grounds of the appeal
Article 6. Grievance Procedure
Section 1. Reporting
Members shall file a formal complaint with their Chapter Grievance Officer (CGO) via the confidential reporting email (ngo@democraticsocialists.ca) or NGO google form (found pinned in the general slack channel). If one belongs to a Chapter without a CGO, they shall file a report to a National Grievance Officer (NGO). There will be no time limits requiring the accuser to file a report within any amount of time after the alleged harassment has occurred.
Anyone who witnesses any unacceptable conduct, should report that conduct to any of the below:
CGOs or NGOs
NPC
Committee Chairs or Officers
The CGO or NGO will then determine whether the behaviour is a violation of the
code of conduct or harassment policy and, if required, will assist in the reporting of the
grievance to the appropriate body. The Local can seek guidance regarding appropriate
action on a grievance from the NPC. Any disciplinary action will be at the discretion of
the Local. The Local may also recommend expulsion from the DSC to
the NPC and general membership.
Section 2. Response
After a written report has been submitted, a Grievance Officer shall contact the accused member within seven days to notify them that a report has been filed against them and request a written response to the report either affirming or denying its substance;
The accused will submit their written response within seven days of being notified. If the accused does not meet this deadline, the NGO will recommend the NPC move to take appropriate disciplinary action;
Section 3. Investigation
If the accused denies the substance of the report, the NGO(s) will have the option to investigate the report by:
Interviewing other members with direct knowledge of the substance of the report;
Requesting documentation from either the accuser or accused or any other parties directly involved; or by employing any and all other means deemed necessary, with the utmost respect for the confidentiality of the parties, within a time period not to exceed ten days.
The NGO(s) responsible for adjudicating the dispute will determine whether the report is credible and, if necessary, make a recommendation to the NPC of appropriate disciplinary action as soon as practicable, but ultimately within thirty days of the report being filed. This is to ensure the timely, efficient, accurate, and discreet adjudication of all reports. The Grievance NGO(s) may notify the NPC of the accuser’s report and its substance at any time after the report is filed, but must give written notice to both the accuser and the accused member before doing so.
Section 4. Verdict
All reports shall be assessed on a case-by-case basis by the NGOs and NPC. The ultimate disposition of each report will be made by the NPC written report and recommendations by the NGOs are reviewed.
The NPC will find the factual allegation in a report is “credible” if it more-likely-than-not occurred.
Section 5. Temporary Disciplinary Measures
During a disciplinary process the NPC or Chapter may implement any of the below temporary measures during the grievance process in order to specifically de-escalate conflict, protect the safety of the accuser and accused, or to ensure the integrity of any investigation into the grievance. The application of these measures is at the discretion of the Chapter, NPC or NGO.
Removal from Slack
Removal from Committees
Barring from in-person activities
These measures shall only be used during the grievance process once a report has been filed to a Grievance Officer and must be lifted upon the resolution of the grievance process.
Article 7. Disciplinary Procedure
Section 1. Remedies and Penalties
If a chapter’s Steering Committee or, in the case of DSC National, the NPC finds the report to be credible, they are authorized to carry out the following remedies and penalties:
A formal discussion between the accused and the Steering Committee to develop a plan to change the harassing behaviour(s), which entails an expectation of compliance;
Suspension from committee meetings and other chapter or organizational events;
Removal from Chapter committee(s);
Expulsion from DSC;
Any and all other relief deemed necessary and just by the Chapter or NPC.
If a Chapter has established suspension or expulsion procedures, the Steering Committee is authorized to enforce these remedies and penalties in accordance with those procedures. The appropriate form of relief will be determined by, but is not limited to:
The request of the accuser;
The severity of the offense;
The response of the accused; and
The accused’s relevant behavioural histories.
Section 2. Appeal
An appeal to disciplinary action can be sought by contacting the NPC or according to the appeals process set out by a Locals bylaws.
Bylaws
Article 1. Local Jurisdiction
Locals that have ratified Chapter Bylaws may implement distinct grievance and disciplinary standards but shall adhere to the principles set out in this Code of Conduct and the DSC Constitution. Locals that do not wish to implement a distinct disciplinary process will be subject to the National processes by default. Chapters without ratified bylaws cannot implement a distinct disciplinary process and shall adhere to the National disciplinary process.
Article 2. Privileges and Requisites
Section 1. Chapter Grievance Officers
Locals that wish to implement their own disciplinary process and name their own Grievance Officers shall:
Vet and appoint or elect at least two members to serve as the designated Chapter Grievance Officers (CGO) that will receive grievance reports and manage them accordingly.
Determine term limits for CGOs and develop methods for removing CGOs for cause.
Advise the NPC of the appointment of the CGOs.
Section 2. Grievance and Disciplinary Procedures
a) Locals have autonomy in how they choose to fulfil their duty obligation to the person(s) who have brought forward the issue. However, members outside of the Local may form an impartial committee if requested by the accuser or the accused in circumstances where a fair judgement cannot be made by the Local. It shall be the NGO’s who decide on whether it is appropriate to form an impartial committee based upon the accusation and evidence presented.
b) Whereas the NPC arbitrates national grievance reports, the Local’s Steering Committee shall act as the judiciary body on behalf of the Chapter.
DSC Slack Code of Conduct
Why Slack?
Slack is a social platform that is useful to the DSC for the following features:
Instant messaging, which cuts down on emails and eliminates the need to access personal email addresses.
Facilitates private messaging and private channels
Integrates with services like Google Drive to facilitate collaboration throughout the organization
Facilitates remote work, such as virtual meetings and national organizing.
While Slack may be used for enjoyment and socializing, we want to emphasize that it is first and foremost a workspace. As such, the workspace should be treated as a safe, respectful and productive place, just as you would treat any other work environment. Below are some guidelines to utilize this space effectively.
Do:
Ensure you have a face-to-face conversation (either virtually or in person) with either the membership coordinator of your Local or a member of the BoD in order to get your invitation to Slack. This avoids instances of impersonation.
Take a few minutes to familiarize yourself with the platform and its features if you have never used it before. Click on this link for instructions: How To Use Slack
Ensure the name under which you registered to the organization is visible in all online spaces.
Search for channels to join by clicking on “browse channels” in the sidebar and join any channels that correspond to your organizing interests. For example: Chapters in your area, organizing, education, etc.
Use the relevant channels for any questions, comments, ideas or calls to action so that the appropriate members can respond to your post.
Create a channel if you feel there is something missing
Tag someone in a post if you know they have the answer to a question everyone needs to know (If the question or answer is not pertinent to everyone, a private message is more appropriate)
Turn your notifications to snooze when you do not want to be disturbed
Use the tools available in doodle (like the polling function) to schedule a meeting time
Use positive emoji’s to react to things you like or are in agreement with.
Recognize that this is a text-only space: lack of tone and body language may lead to misconstrued communication. Assume people are acting in good faith at all times.
Avoid:
Tagging the entire channel by writing @channel. The @channel tag should only be used to notify the Workspace of an important or urgent matter, such as membership votes or meeting reminders. Overuse undervalues its purpose and creates excessive notifications.
Tagging someone with the intent of shaming or belittling them. For example ‘’@someone still waiting on those notes from the meeting!’’. Respectful interaction is expected in the Workspace.
Scare Quotes or Caps Lock as it can be interpreted as sarcastic or yelling
Tone Policing: As mentioned above, deciphering the tone of one’s written statements is difficult without body language and tone of voice. Assume people are acting in good faith at all times. Using negative emoticons like “thumbs down” or “angry face” to demean a member or opinion.
Dogpiling: If conflict arises in the Workspace, it is unacceptable to exacerbate the conflict by ganging up on any party. De-escalation should be the primary goal of any conflict. If a member's behaviour or opinion violates our core principles as set out in the constitution, members may use the grievance process to bring it to the attention of a CGO or NGO.
“Having the last word”: Once a moderator has initiated conflict resolution, members shall no longer engage in the conversation..
Private messaging to discuss another member in a negative way. This amounts to gossip and contributes to a negativity.
NGOs shall moderate the Slack Workspace, which entails the power to intervene if they witness repeated violations of these guidelines without a formal complaint from another member in order to prevent problematic behaviour from escalating to conflict. The process as outlined in Article 5, Section 1 of the Code of Conduct shall be used in cases where a member is in violation.