LibRev logo with protesters holding signs that spell out LibRev in rainbow colors

The Principles of Unity and Code of Conduct were accepted by the pilot members of LibRev on May 24, 2020. We are open to ongoing suggestions and feedback; please feel free to share those with us at conduct@librev.info.

LibRev Principles of Unity

  1. Through open-hearted critique and honest discussion, LibRev will use principles of labor organizing and intersectional solidarity-building to work to improve libraries for workers and communities.
  2. We will treat each other with unconditional positive regard. We value each other’s inherent dignity as humans and believe each of us are doing our best to move forward in our lives constructively. We respect each other’s right to self-determination as well as our own right to set and maintain boundaries.
  3. We object to any expression that dehumanizes and exploits other people on the basis of their age, body size, visible or invisible disability, race/ethnicity, sex characteristics, gender identity and expression, level of experience, education, socio-economic status, nationality, personal appearance, religion, or sexual identity and orientation.
  4. We prioritize marginalized people’s safety over privileged people’s comfort. Because of that commitment, this space might feel uncomfortable for those who are currently unable to see how their actions uplift any of the forms of oppression. As a result, we will employ both call out and call in mechanisms to help us remain true to our POU.
  5. We focus on workers, communities, and intersectional solidarity as a necessary corrective to the managerial and charity tendencies currently dominant in the library field.
  6. We affirm that all library workers are library workers. While catalogers, janitors, and directors work differently, all who work in libraries are welcome. We remain aware of power differentials based on degree status or other distinctions—not because these distinctions should grant people more respect—but because libraries and library work will only improve when our critiques are informed by everyone.
  7. We lament the prevalence of low morale among library workers. We regard its prevalence as evidence of structural problems and norms facing the library field and larger society.
  8. We believe our institutions and our line of work are important enough to critique, and that critique lets us perceive how to make improvements.
  9. LibRev organizers will include our members in open, well-documented processes as the LibRev community grows and changes.

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LibRev Code of Conduct

(Version of Contributor’s Covenant Code of Conduct)

Our Pledge

The purpose of LibRev is to provide a place where anyone who works in libraries is welcome to discuss how to to improve libraries for workers and communities. We ask that members adhere to community standards designed to contribute to an open, messy, diverse, inclusive, and constructive community.

We as members, contributors, and leaders pledge to make participation in LibRev a harassment-free experience for everyone, regardless of age, body size, visible or invisible disability, race/ethnicity, sex characteristics, gender identity and expression, level of experience, education, socio-economic status, nationality, personal appearance, religion, or sexual identity and orientation.

Our Standards

Examples of behavior that contributes to a positive environment for our community include:

Examples of unacceptable behavior include:

Community leaders have the right and responsibility to remove, edit, or reject comments that are not aligned to this Code of Conduct, and will communicate reasons for moderation decisions when appropriate.

Scope

This Code of Conduct applies within all community spaces, but if you are being harassed by a member outside our spaces, we still want to know about it. We take seriously all good-faith reports of harassment by LibRev members, especially those in leadership roles.

Enforcement

Instances of abusive, harassing, or otherwise unacceptable behavior may be reported to the community leaders responsible for enforcement at conduct@librev.info. All complaints will be reviewed and investigated promptly and fairly.

All community leaders are obligated to respect the privacy and security of the reporter of any incident.

Enforcement Guidelines

Community leaders will follow these Community Impact Guidelines in determining the consequences for any action they deem in violation of this Code of Conduct:

1. Warning

Community Impact: A violation through a single incident or series of actions.

Consequence: A written warning from community leaders, providing clarity around the nature of the violation, with consequences for continued behavior. No interaction with the people involved, including unsolicited interaction with those enforcing the Code of Conduct, for a specified period of time. This includes avoiding interactions in community spaces as well as external channels like social media. Violating these terms may lead to a temporary or permanent ban. A public apology may be requested.

2. Temporary Ban

Community Impact: A serious violation of community standards, including sustained inappropriate behavior.

Consequence: A temporary ban from any sort of interaction or public communication with the community for a specified period of time. No public or private interaction with the people involved, including unsolicited interaction with those enforcing the Code of Conduct, is allowed during this period. Violating these terms may lead to a permanent ban.

3. Permanent Ban

Community Impact: Demonstrating a pattern of violation of community standards, including sustained inappropriate behavior, harassment of an individual, or aggression toward or disparagement of classes of individuals.

Consequence: A permanent ban from any sort of public interaction within the community.

Attribution

This Code of Conduct is adapted from the Contributor Covenant, version 2.0, available here.

Community Impact Guidelines were inspired by Mozilla’s code of conduct enforcement ladder.

For answers to common questions about this code of conduct, see the FAQ here. Translations are available here.

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