All Influence & Co. employees, clients, vendors, and partners are expected to abide by the following components of our company handbook. It is our duty to protect our employees and our clients to create a safe and inclusive environment for all — you included.
Failure to comply could result in the execution of clause 6D of our client agreement:
Influence & Co. may terminate this Agreement or at its option suspend its performance under this Agreement without incurring any obligation or liability to Client or any other person or entity by reason of such termination or suspension, each effective immediately upon written notice to Client, in the event:
(v) Client engages in conduct that, Influence & Co. believes, in its sole discretion, is or reflects disruptive or disorderly conduct, including, but not limited to, acts of violence, stalking, or threats of physical violence against any person, including without limitation Influence & Co.’s members, managers, owners, employees, and agents, or fails to comply with Influence & Co.’s documented Anti-Discrimination, Anti-Harassment, and Bullying Policy.
Note: We are all human, and to be human is to make mistakes. Our request is that if you catch yourself making a mistake regarding the guidelines outlined in this document — or if someone on our team speaks up to point out that you’ve done so — you acknowledge the mistake, apologize, and attempt to avoid it moving forward. Being accountable for our mistakes is the best way we can learn and grow from them!
Our Influence & Co. team consists of wonderful professionals from different backgrounds. Our workplace values diversity, inclusion, equity, and respect, and we have created a code of conduct to help us remain true to those values.
This is not an exhaustive list of things to avoid saying or doing. Instead, it’s a code of conduct meant to help you think through whether your language and behavior are appropriate for our environment and to help everyone remain respectful of one another.
This code of conduct applies to every individual at Influence & Co. and those who partner and associate with the organization. Our goal is that this code of conduct never needs to be referenced because we hire and work with amazingly talented, respectful, and kind people who conduct themselves in this manner as a norm.
This code of conduct was inspired by and borrowed heavily from our friends at Zapier. It has been edited and supplemented by consultants at Bakau Consulting.
Influence & Co. is committed to providing an environment of mutual respect and zero tolerance for discrimination in regards to race, color, ethnicity, religion, sex, pregnancy (including childbirth, lactation, and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, incarceration, sex work, and any other characteristic or lived experience.
Discrimination: Discrimination refers to an action or a decision that treats a person or a group badly for identity-centered reasons such as race, age, disability, and more.
Discrimination may take on forms including, but not limited to:
Harassment: Harassment is a form of discrimination. It includes any unwanted physical or verbal behavior that offends or humiliates. Harassment is behavior that persists over time, but some serious one-time incidents can also be considered harassment.
Harassment can take forms including, but not limited to:
Bullying: Bullying is a form of aggression in which there is a power imbalance. The person doing the bullying has power over the person being victimized. It is generally ongoing.
Harassment is similar to bullying whereby a person is targeted and hurt. Bullying turns into harassment when a person is targeted because of their protected identities mentioned above.
Bullying can take the form of, but is not limited to:
Behaviors outlined above will not be tolerated. If you voice experiences of any of the above, you will be believed. Survivors and those who have experienced harassment, bullying, discrimination, microaggressions, and more will be believed, listened to, and supported.
We believe in holding ourselves and others accountable. Sometimes this means being called in when our outlooks, actions, or interactions don’t match Influence & Co.’s core values of support, respect, trust, and evolution.
Influence & Co. encourages employees to prioritize call-ins where possible. Call-ins come from a place of compassion, empathy, and understanding that we are all learning.
Calling in refers to drawing someone’s attention to their behavior and contextualizing it so that they understand the harm and are welcomed in to shared knowledge. By learning about why their behavior was harmful, they are able to assess how to do better and mediate the harm caused.
Call-ins provide an opportunity and space to dive in deeper. It works when there is true collaboration and a desire to learn and understand. It is based on clarifying intentions and moving past assumptions.
Tips for how to call in individuals in a safe and respectful way:
Calling in also expends emotional labor, which marginalized folks are expected to practice at disproportionate rates. While call-ins will be prioritized where possible, marginalized folks will not be tone policed if call-outs become necessary.
Call-outs are generally less discreet than call-ins and may be voiced with more frustration and demands for accountability than call-ins, which request accountability. Call-outs may be necessary in the following exemplary cases (this list is non-exhaustive):
Where possible, conflicts with clients will be used as learning opportunities for the team. The person affected has the final say in whether the incident is shared in order to maintain their boundaries and confidentiality. Learning opportunities may look like meeting discussions, collective problem-solving, emails, and more.
In instances where a client mistreats, harms, harasses, or discriminates against an employee in a way they feel is severe, Influence & Co. may choose to end the client relationship.