Code of Conduct for Arkwright X
At Arkwright X, we are committed to providing a healthy work environment and culture: one where everyone is respected, welcome, included, and one free from discrimination, harassment, and intimidation for any reason.
To create and maintain this culture of respect, we want to share our expectations of what is acceptable behavior and what is not. And we want to share the process for employees to raise concerns about behavior. As part of encouraging an open dialogue, we will not tolerate retaliation for raising information about complaints.
What is Covered
We are all stewards for the Arkwright X values. Our culture follows us wherever we go - at Arkwright X, but also at work-related conferences, external meetings, etc. Employees represent Arkwright X and should always have these expectations of behavior in mind. We expect all employees and friends of Arkwright X to work and interact in a professional and welcoming way that is consistent with our values. Our expectations also extend to vendors, customers, partners, independent contractors, interns, volunteers, people providing services pursuant to a contract, other people with whom you come into contact while working, and our long-term guests in Arkwright X (i.e. our startup investments).
What is Discriminatory and Harassing Conduct
Discrimination is unfairly treating a person or group of people differently from other people. Harassment is unwanted and unwelcome words, deeds, actions, gestures, or behaviors that make someone feel uncomfortable. The following conduct, depending upon the circumstances, may constitute discrimination or harassment, including for observers:
Slurs, jokes, statements, remarks, questions or gestures that are derogatory or demeaning to an individual’s or group’s characteristics or that promote negative stereotypes;
Visual displays (including photographs, cartoons and drawings) of suggestive or degrading images or stereotypes of any individual or group based on protected characteristics;
Limiting opportunities to work on certain assignments on the basis of, for example, race, color, gender, age, religion, national origin, disability or sexual orientation especially when these decisions have a negative impact on earnings, development or career progression;
Unwelcome sexual jokes, language, epithets, advances or propositions;
Written or verbal abuse of a sexual nature;
Sexually degrading or vulgar words to describe an individual;
The display of sexually suggestive objects, pictures, posters or cartoons;
Unwelcome comments about an individual’s body;
Asking questions about sexual conduct;
Unwelcome touching, leering, whistling, brushing against the body, or suggestive, insulting or obscene comments or gestures;
Persistent unwelcome flirtations or unwelcome physical contact, including continuing to express personal interest after such interest has not been reciprocated;
Demanding sexual favors in exchange for favorable reviews, assignments, promotions, or continued employment, or promises of the same;
Retaliation for reporting or threatening to report harassment
Sexual harassment does not need to be motivated by sexual desire to be unlawful or to violate this policy. For example, hostile acts toward an employee because of his/her gender can amount to sexual harassment, regardless of whether motivated by sexual desire. If an interaction is welcome, consensual or reciprocated, it is generally not considered sexual harassment. Prohibited harassment is not just sexual harassment but harassment based on any protected category.
Reporting and enforcement
We strongly encourage everyone to report any violations of this code of conduct in writing to the Code of Conduct Committee. We expect people in positions of power to be especially conscientious in reporting any violations they see, with the consent of the marginalized person involved, as they are less vulnerable to retaliation or pressure than people with less power.
Community members can report violations by email to Esben.email@example.com.
The code of conduct committee consists of:
Esben Anneberg Poulsen, Head of Arkwright X
Heidi Thaulow, Partner in Arkwright Consulting
Nils Kristian Liveng-Ness, Partner in Arkwright Consulting
If the person who violated the code of conduct is on the committee, they will recuse themselves from handling that report.
We aim to acknowledge reports within 2 business days, and to complete handling a report within 10 business days. Actions we may take in response to a report include:
Temporary ban from certain spaces or forums
Permanent ban from certain spaces or forums
Removal of responsibilities
Termination of employment
Report to legal authorities