Resident Culture Code of Conduct

At Resident Culture, our mission is to champion creativity, culture, and community. We believe
that creating a safe environment that is diverse, equitable, inclusive of all, and free from
harassment is critical for fulfilling our mission and allows us to thrive as a company and as
individuals.

We are dedicated to providing a harassment-free environment for everyone, regardless of
gender, sexual orientation, disability, physical appearance, body size, race, or religion. We do
not tolerate harassment or abusive behavior of any kind. Accordingly, we expect our leadership,
our employees, the vendors we choose to work with, and our guests to:

• Respect and embrace individual differences in age, color, disability, ethnicity, family or
  marital status, gender identity or expression, language, national origin, physical and
  mental ability, political affiliation, race, religion, sexual orientation, socio-economic status,
  veteran status, and other characteristics that make our employees, vendors, or guests
  unique.
• Refrain from the harassment of, or mistreatment of any individuals. Harassment being
  defined as any unwanted behavior, physical or verbal (or even suggested), that makes a
  reasonable person feel uncomfortable, embarrassed, or mentally distressed. This
  includes:
  • Offensive comments related to gender, gender identity and expression, sexual
    orientation, disability, mental illness, neuro(a)typicality, physical appearance,
    body size, age, race, or religion.
    ○ Unwelcome comments regarding a person’s lifestyle choices and practices,
    including those related to food, health, parenting, drugs, and employment.
    ○ Deliberate misgendering or use of ‘dead’ or rejected names.
    ○ Gratuitous or off-topic sexual images or behavior in spaces where they’re not
    ○ appropriate.
    ○ Unwelcome physical contact or simulated physical contact without consent or
    after a request to stop.
    ○ Threats of violence or incitement of violence towards any individual, including
    encouraging a person to commit suicide or to engage in self-harm.
    ○ Deliberate intimidation, stalking or following.
    ○ Harassing photography or recording, including logging online activity for
    harassment purposes.
    ○ Sustained disruption of discussion.
    ○ Unwelcome sexual attention.
    ○ Continued one-on-one communication after requests to cease.
    ○ Deliberate “outing” of any aspect of a person’s identity without their consent
    except as necessary to protect vulnerable people from intentional abuse.
    ○ Publication of non-harassing private communication.
• Engage in respectful dialogue and language that is responsible and sensitive to the
  opinions of others and free of discriminatory and racist remarks

Any guest or vendor who has been deemed to have violated this code of conduct will be
promptly investigated and may be asked to leave the premises.
Guests who believe they have been subject to any violations of this code of conduct, either by
an employee, vendor, or fellow customer, can and should report incidents to
[email protected]
Any employee deemed to have violated this code of conduct will be promptly investigated may
be subject disciplinary action up to and including termination
Employees who believe they have been subject to any violations of this code of conduct, either
by a customer, vendor, or fellow employee, can and should report incidents to their supervisor. If
they are not comfortable doing so we encourage employees to utilize our anonymous reporting
#metoo app.

What you can further expect from Resident Culture:

• Utilization and implementation of the #NotMe anonymous reporting application
• Investigating and addressing any and all complaints promptly and decisively
• Providing ongoing training and resources to our employees
• Prioritizing marginalized people’s safety over privileged people’s comfort. It is important
  to our team’s culture and a requirement of employment to support marginalized people’s
  voices and provide safe spaces for communication. Our leadership team reserves the
  right to abstain from acting on complaints against a marginalized person who has:
  • Been accused of reverse-isms, including ‘reverse racism’, ‘reverse sexism,’ and
    ‘cisphobia’
  • Expressed reasonable communication of boundaries to a privileged party, e.g.
    “Leave me alone,” “Go away,” or “I’m not discussing this with you”
  • Been accused of communicating in a ‘tone’ or way that is not congenial enough
  • Criticized racist, sexist, cissexist, or otherwise oppressive behavior or
    assumptions.
• Identify and dismantle inequities within our policies, systems, programs, and services
• Apply our diversity, equity, inclusion and anti-racist initiatives to our practices and
  policies on recruitment, benefits, compensation, professional development, layoffs and
  terminations
• Continued and ongoing contributions to the communities we serve to promote a greater understanding and respect for diversity