Everyone at GitLab has a responsibility to prevent uncomfortable situations and put an end to inappropriate conduct. Working remotely means that the majority of our interactions are by video call and written communication such as email or shared documents, with exception of team summits, attending conferences together and local team meetups. No matter what the method of communication, it is expected that everyone will contribute to an inclusive and collaborative working environment and respect each other at all times. Should you become aware or witness any form of harassment or behavior that violates this policy or our company values, please report the incident directly to the VP of People Operations or People Operations Generalist immediately for thorough investigation.
This policy applies to all team members employed by any entity of GitLab, whether contractor or employee, in all locations (this policy will be regularly updated to ensure compliance with legislation in each country that GitLab has an entity or co-employer relationship). Country specific regulations that differ from this policy can be found: TODO. All individual contributors, managers, and leaders will be subject to disciplinary action, up to and including termination, for any act of harassment they commit.
Types of Harassment
The following are considered forms of harassment and will not be tolerated by GitLab:
Sexual harassment is considered unwelcome conduct of a sexual nature that is sufficiently persistent or offensive enough to interfere with the receiver’s job performance or create an intimidating, hostile or offensive working environment.
Sexual harassment encompasses a wide range of conduct, examples of misconduct include, but may not be limited to, the following actions:
Any form of discrimination towards an individual is strictly prohibited. Types of discrimination may include:
GitLab does not tolerate violent acts or threats of violence. The company will not tolerate fighting, bullying, coercion or use of abusive or threatening words directed to, about or against a co-worker, lead, manager, executive, applicant, client/customer or vendor. No individual employed by GitLab should commit or threaten to commit any violent act or discuss committing such offenses, even in a joking manner.
If managers become aware of misconduct, they must deal expeditiously, seriously, confidentially and fairly with any allegations, whether or not there has been a written or formal complaint made to People Operations. Informed managers are expected to:
Managers who knowingly allow or tolerate any form of harassment or retaliation, including the failure to immediately report such misconduct to People Operations, are in violation of this policy and subject to disciplinary action, including termination.
The VP of People Operations and People Operations Generalist are responsible for:
Training and guidance on understanding, preventing and dealing with discrimination & sexual harassment will be assigned to everyone through the learning management system, Grovo. Completion of this training will be required within two weeks of assignment. Those not in compliance will be subject to disciplinary action. Training will be required annually.
Retaliation of any sort for filing a claim of harassment will not be tolerated. If you believe you have been retaliated against, please contact the VP of People Operations or the People Operations Generalist to initiate an investigation.
We are continuously gathering country specific references to review regulation and obtain guidance on the management of harassment or misconduct at work. Here are a few authorities we referred to in the creation of this policy: