Code of Conduct

400,000,000 is a voluntary organization comprised of individuals committed to and informed by the values expressed in our Manifesto and Principles documents. In line with this, we believe it is crucial for us to do our due diligence in clearly and mindfully articulating baseline expectations for all who wish to be a part of our cooperatives, projects, spaces, and communities. This Code of Conduct is a reflection of this, with existing members having chosen to apply their time, labor, and care to compose and lay out these expectations here. With that said, we want to articulate our first expectation to all members or prospective members who read this document: If you are interested in participating in our spaces, communities, and projects, it is crucial that you read, understand, and consider what we have expressed here. Our Code of Conduct is informed not only by research, but by personal and collective understandings born out of the many experiences of our members. We believe and have seen firsthand that what we articulate within this document is critical to the formation, cultivation, and growth of healthy communities — especially communities informed by our shared values and aims. Please keep this in mind while engaging with it.

Having established this, we believe it is helpful to open our Code of Conduct with an outline of general behavioral tendencies that are best avoided by those who wish to take part in and cultivate collectives and communities that are healthy, inclusive, authentic, cooperative, fluid, and directly democratic.

Please note that throughout this document, there will be some redundancies. This is intentional, as we believe certain points are of particular importance and are worth reiterating for both clarity and emphasis.

Many spaces geared toward producing some sort of “good” in the world are often (wittingly or unwittingly) couched in subcultures of fear based on social performance and perception. In such spaces, one’s ability to engage in a lifestyle of impression management is directly tied to their status or standing within the group. This encourages people to spend an inordinate amount of time and energy tailoring their language and behavior to the ends of being perceived as “perfect,” “righteous,” “virtuous,” “unblemished,” “well-read,” “smart,” “informed,” “with the times,” or whatever other signifiers of virtue may be relevant in a given context.

While the appearance of perfection is often rewarded in such contexts, individuals who fall short of such high aesthetic standards are often lowered, ridiculed, shunned, called out publicly, or completely outcast from the community, by whom they are now seen as a persona non grata. This almost always results in an anxious, distrustful, and oftentimes paranoid culture rooted in fear, in which any positively impactful expression of professed values and beliefs becomes secondary to the mere appearance thereof. For some, this fear and anxiety is so intense that it results in rigid avoidance and self-imposed exclusion. This often stems from a perceived obligation to refrain from participation in certain events, conversations, or communities because they feel they are not sufficiently “virtuous,” “knowledgeable,” “intelligent,” or are perhaps “too problematic.”

In the pursuit of performative “perfection,” many self-police their language or withhold certain views that they feel might anger or upset others rather than mindfully discussing these things in a respectful manner and working through them with those willing to engage them. Social media, with its ability to freeze any fleeting and decontextualized moment in time and broadcast it far and wide ad infinitum, often exacerbates these issues as well. Honest questions or pushback on certain positions results in destructive, bad-faith “call-outs” while foreclosing the possibility for clarification, understanding, or growth with good-faith “call-ins.” All of this is counterproductive.

That said, in the event a given behavior is deemed inappropriate, harmful, or counterproductive by community members, those serious about participating in spaces geared toward notions of “freedom” are expected to do so with an openness to constructive criticism and a willingness to listen and change (regardless of whether or not such effects were intended by said individual). If harm has been done, it is on the individual carrying out such behavior to apologize and adjust accordingly, while it is on the community or involved individuals to articulate the issue and — at their discretion — allow room for growth and positive change.

Without compassion, patience, grace, and humility, far too many burgeoning communities — regardless of the values and aims they espouse — are either choked out by emergent cultures of fear, alienation, hostility, and competition, or mutate into fertile institutions for reproducing and dispensing the very same. With all of this in mind, we choose to collectively confront and subvert such tendencies in recognition of our shared humanity, fallibility, and the ever-present reality of change. To do this, we have instead opted to employ our own compassionate and creative ways of addressing such issues through social organization and a commitment to practice rather than optics.

Regardless of how it might seem to an observer, those of us who are trying to do new things with a desire for both personal and collective “liberation” still have minds shaped by the pervasive authoritarian logics that define our world. Because of this reality, it is critically important that anyone concerned with freedom be mindful not to reproduce unhealthy power dynamics and hierarchies in building their own communities. In light of this understanding, and in line with our principles, we wish to center the voices of those who are most disadvantaged within our communities. However, we reject the notion that those most oppressed under broader social systems of domination need to seek or are owed supremacy at the individual or collective level, or that individuals of more marginalized experiences should dominate what we develop here. Supremacy is not a “right” guaranteed by a history of oppression.

If we are serious about creating something new that not only defies these destructive and alienating logics, but is also free, democratic, and human-centered, we need to be mindful of who shapes what happens and how this affects our relationships with one another.

In many grassroots organizations (as well as organized religions), dogmatic beliefs both shared and personal find their expression in the policing of people’s personal lives. This behavior often leads to hypervigilance, rigid commitment to perception management, and a near-constant preoccupation with attempts to control both oneself and others. Those who do not operate in accordance with such attempts at control are often punished through shaming rituals, call-outs, isolation, and many other coercive and punitive behaviors. This goes hand in hand with a broader, unhealthy tendency to essentialize behavior: when an individual is perceived by others to have made a mistake (honest or not), they can often find that their entire identity is then permanently defined by this behavior. Such caustic practices leave no space to account for the reality that humans, while fallible, are also ever-changing. Discipline and punishment have been used for most of human history to dominate and destroy human beings, so we should question their use within organizations meant to be fun, creative, and freeing. All humans have made mistakes — including serious ones — and have hurt others whether they intended to or not. When those in our immediate networks and communities respond to mistakes with kindness and patience rather than judgment and hostility, we all gain an opportunity to learn.

With humility and a shared instinct against notions of moral superiority, we choose to use our spaces to nurture a culture of good faith, constructive self-reflection, accountability, and remain rooted in an ethos of restoration when it comes to dealing with wrongdoing or conflict internally.

As humans trying to be a part of something new and transformative, skepticism and critique are important tools that not only help us to survive, but to effectively move forward together in our operations as well. However, we make our lives much less difficult by accepting up front that there will be times when members of our organizations — both new and old — will likely disappoint and, occasionally, hurt us. Given our shared interests, we cannot afford to deny all those whose views are not “perfectly” refined, or who use different language than us. In the interest of developing resilient, immediate communities rooted in cooperative and liberatory values, we must necessarily include people who are different from us, people with whom we will always have certain disagreements, and people with whom we will have conflict.

In order for us to make space for our full humanity, we must accept the full scope of potentialities that being human entails, including the negative. This includes accepting the humanity of those who have hurt us and others. We believe our organizations can serve as places where people can learn, grow, and share with others in service to freedom for all. We benefit from spending more time building alternative systems where we don’t have to operate from scarcity and in which basic needs are provided for via our own collective safety nets. A part of this means building connections with people who are unfamiliar with our communities and networks. In doing so, it is important to challenge the instinct to “other” people. In this, we discover our own capacities to more fully humanize those whose backgrounds and experiences differ from our own.

Humans are not ideological symbols, but individuals with the potential to move in the world with both personal agency and shared values. The sooner we can acknowledge this in our social relations, the sooner those aligned will be drawn to our projects or inspired to start their own with others. Rather than being driven by a sense of moral pressure or shame, our efforts can stem from a tangible experience of unconditional acceptance, care, and love. This is in contrast to the judgment and dehumanization proliferated and maintained by the predominant systems of our day.

With all of that said, none of this is an open invitation for individuals who engage in patterns of harm to do harm to others in and around our organizations and spaces. Instead, it is a call for us to allow more room for human imperfection and growth in our organizational activities.

400,000,000 is committed to developing the skills of all its members, strengthening the overall community, and supporting community effectiveness. In order to do this, it is important that all 400,000,000 meetings operate in a thoroughly democratic manner aimed at maximizing participation and efficacy. 400,000,000 meetings are important forums in which many viewpoints are taken into consideration by their participants so that informed decisions can be made democratically. Delegates, all of whom are chosen democratically among membership, are those who facilitate discussions and ensure that meetings are carried out effectively. Within the framework of an agreed delegate, agenda, and meeting procedure, we uphold the right of all attendees to express their opinions. Where expressed opinions interrupt principles of considerate behavior, members are encouraged to take steps to make that clear and redress the situation. Meeting participants are encouraged not to talk over one another during more formal proceedings or discussion.

Broadly speaking, “discrimination” is treating a person or people less favorably than others due to parts of their lived experiences or due to prejudicial judgments rooted in perceived “membership” of an in-group. This is not always a conscious behavior, and many people discriminate extensively without any awareness that they are doing so. Discrimination is widespread and destructive, as it both produces and reinforces marginalization and oppression. All members should actively build a culture of respect and mutuality within 400,000,000, and consciously combat discrimination.

Debate and discussion are strongly encouraged within 400,000,000, as we believe that disagreements, difference of opinion, and healthy conflict are all crucial features of a thriving democracy and community (to the benefit of everyone). That said, while we celebrate passion and enthusiasm, all members are encouraged to reflect on their behavior and refrain from verbal or physical acts that others might find threatening, intimidating, or hurtful.

Bullying seeks to establish (and often maintain) relationships of domination by putting others down and actively harming them. This can be carried out in a variety of ways, ranging from inappropriately raising one’s voice at others, exclusion, targeted mistreatment, finger-pointing, and backstabbing, to more extreme forms of physical and psychological intimidation. It can also include physical or non-verbal behavior intended to undermine the confidence of a person when they are speaking. Any and all bullying runs counter to our aims and values, and festers toxic cultures marked by dehumanizing relationships of fear, abuse, distrust, and domination. As such, bullying will not be tolerated within 400,000,000’s spaces and communities.

While 400,000,000 welcomes the discussion of ideas, please take any intra-400,000,000 disputes or personal beef with individuals (whether valid or not) to a space outside of our public or open channels for dialogue. We recognize that it is important for people to be able to discuss and work through their differences, but filling such channels with such matters does nothing to ameliorate such issues and more often than not serves to broadcast exchanges that are irrelevant and often disruptive to everyone else who isn’t directly involved. If you and another person have an issue or something to discuss that is not relevant to others, please discuss it with them directly. In such situations, we advise that the intention of all be to come to a mutually agreeable resolution, not to demonstrate how “right” one might be, or to create such an impression by rallying the support of an unwitting jury of onlookers.

As is the case in most human relationships, there will be situations that call for establishing boundaries, sharing constructive criticism, asserting oneself, and working through conflicts and disagreements. In these moments, it can be easy for emotions to run high, things to become heated, and for people to lose touch with healthy perspective grounded in critical thinking or our shared humanity. All too often, these tendencies go unchecked and people end up hurt, or wishing they could go back and act differently. Community and individual relationships ultimately suffer or are destroyed because of actions that could have been avoided if people paused for five minutes to step away and calm down. It’s been said many times by many people, but we want to say it again: Check yourself (emotionally) before you wreck yourself (or others). Keep all communications respectful and considerate of others’ feelings, while also being mindful about communicating where your own feelings are and how they may affect what you say and how you say it. We have a zerotolerance policy for personal attacks between people within our organization.

In the section following this one, we have included a series of “Suggestions” to provide simple tips and guidelines which we believe go a long way, not only in preventing hurt and dysfunction, but also in facilitating healthy relationships and communication between all who participate in our spaces and projects.

We encourage absolute freedom when it comes to asking questions, so long as this does not run counter to our values and principles. With an understanding that we all come from endlessly varying experiences, contexts, and vantage points relative to the prevailing systems and cultures of our times, we want to cultivate spaces where everyone — no matter how competent, well-read, or experienced they may be — feels welcome to ask genuine questions and broaden their understanding. Acting with condescension, undue criticism, or even hostility toward people for asking a question with what one might deem an “obvious” answer, or for questioning a fashionable idea, is inappropriate. Anyone is free to ask anything as long as it is done in a respectful manner in accordance with the rest of our rules.

Making indirect, obscure, and/or passive-aggressive statements about certain parties (sometimes referred to as “vaguebooking”), public shaming, call-outs, and brief or backhanded insults directed against another member of the community as commentary will be addressed directly. Those who engage in this behavior will be asked respectfully to change their behavior, and then be given a warning. If the pattern of behavior does not cease and continues without meaningful improvement, they will be voted out of the organization.

We are about normalizing real democracy in our everyday practices. An important part of this is recognizing advantages in experiences, access, ability, and power that the systems we all currently live under grant to some while withholding from others. We are anti-racist, anti-patriarchal, and outernationalist (thinking beyond borders). We will not tolerate deliberately misogynistic, racist, homophobic, transphobic, Islamophobic, anti-Jewish, ableist, xenophobic, etc., language. Extreme, “edgy” jokes, thinly-veiled threats, or personal insults that make our organization less welcoming to certain people are unacceptable and will not be allowed to go unaddressed.

Regardless of whatever intention might be behind it, or the seriousness with which it is taken, any talk related to destructive, violent, or insurrectionary acts will result in a community call-in and potential removal from the organization. We recognize that interfacing with the precarious times and collapsing world in which we find ourselves comes with an increased possibility of misunderstanding and miscommunication, so in the event that such an error does occur, we encourage anyone concerned or involved in any such exchange to reach out to delegates or more trusted 400,000,000 members for clarification.

All violations of these rules must first be met with a respectful warning in the form of a comment explicitly noting both that it is a warning and what the behavior was that warranted it. Repeat offenders who always stop after the first warning can still be voted out of the organization at the discretion of the collective membership if they do not change their behavior.

We offer the following non-binding suggestions for how to participate in our spaces in a healthy way. We strongly encourage everyone to take them to heart:

Please try to assume good faith in your interactions with others and your interpretations of their words and behaviors. This means resisting the instinct we often have to make uncharitable assumptions, assign motives, judge, or mistakenly believe we know what’s going on inside people’s heads when they do something we disagree with or do not understand, and instead operating from a place that assumes good intentions, honest mistakes, and miscommunications until something else is shown to be the case.

When you make claims, speak for yourself (not for “everyone” or “what everyone knows”), from your own experience, and actively listen to others. When someone makes a point, repeat what you heard, summarize, and ask clarifying questions like “did you mean [x]?” or “what makes you say that?” to get more information. Remind yourself and encourage others to maintain a positive attitude, honor the work of others, and be open to legitimate critique of your own actions while also challenging unhelpful, harmful, and oppressive behaviors in ways that help people grow out of them rather than shutting them down.

If somebody says something “problematic” or against our shared values, we do not rush to publicly shame and humiliatethem, or try to extract a confession and apology (especially not over social media). We want to “call each other in” rather than calling each other out. In other words, if you are challenging someone’s ideas or behavior, do it respectfully. If you are the one being challenged, receive it respectfully. Whenever possible, try to do so in a one-on-one environment where the stakes are lower, there isn’t an audience, and social status or the perspectives of people who the perceived infraction does not concern are not a factor.

Always remember that mistakes will be made, nobody is perfect, and most of us are learning how to do better.

If you’re someone who talks a lot and can easily dominate conversations (even if unintentionally), be mindful of how much conversational airspace you take up when taking part in discussions, and take a step back after a certain point to let others speak.

If you’re someone who doesn’t usually speak up, use this forum as a space that gives you the opportunity to voice your opinion loudly and clearly; you might have something to say that nobody’s thought of and that everyone could benefit from. In either case, always be mindful of the space you’re taking up, and speak with intention.

We recommend asking yourself, “Why am I talking right now? What do I hope to accomplish through participating in this discussion? How can I contribute meaningfully to our conversations in service to both myself and others?”

All of us arrive at our ideas, understandings, preferences, skills, and competencies through different paths. We have differing degrees of life experience and knowledge, come from different backgrounds, were born into and have lived life through different strata of class and privilege, have different relationships with gender and sexuality — the list goes on and on. The meeting of many differences in community isn’t a problem unless we make it a problem. 400,000,000 as a federation of cooperatives and developing community is committed to pluralism and freedom of both thought and expression as the basis of a shared commonwealth and direct democracy. We draw strength from our ideological diversity in all its forms when we recognize that everyone has a piece of the truth, everybody can learn, and everybody has the ability to teach and share something with others.

From the perspective of knowledge-sharing, each of us holds an enormous and ever-expanding repository of knowledge. This knowledge pertains not only to abstract theories, hard skills, or rote facts and figures, but to relevant lived experiences, our respective cultural traditions, the particular material conditions of the places we live, the labor processes of our jobs, etc. 400,000,000 institutions will continue to develop and work best if everyone is always teaching and everyone is always learning. If you don’t know much about something that is being discussed, please ask questions about it. If you can answer that question yourself, particularly if you are an “expert” on the subject, please step up to answer it respectfully and in a noncondescending manner. Please also be aware that we all come into these dialogues with our own insecurities, so cultivating a strong self-awareness around “projection” is an important endeavor.

When people project their insecurities, it is on us as community members to take note of this and adjust our communications in an effort to minimize immediate conflict before attempting to encourage them to address the root issues.

It’s always good to answer peoples’ questions when you can, but don’t just let people take what you have to say on faith. If you can back up your claim with a source that leads to more information or a more in-depth discussion, link to it or note the title of the text where it can be found. If you’re skeptical about a claim made by someone in the organization, respectfully ask them if they can provide a source that will elaborate on and back up said claim. This will elevate the quality of conversation and benefit everyone in the community.

7. THE WORLD IS FUNNY TOO (LAUGH AT IT!)

Humor brings people together and helps us form bonds despite our disagreements. Let’s keep things light where we can and crack jokes.

400,000,000 seeks to offer a platform by and for those tired of (and looking for freedom from) a world defined by domination and exploitation.

We want to have fun, but we also want to challenge how we and others think about how to go about building better systems, starting from within the arts, entertainment, and technology. We are an inclusive organization, and we welcome to our efforts all those who seek an end to the oppression of poor and working-class people, those gendered as “women,” those racialized as “black,” indigenous peoples, LGBTQ+ people, those from culturally and linguistically diverse backgrounds, those with disabilities and mental and physical illness, sex workers, and those of all other oppressed experiences. To develop and nurture our global community, we are committed to engendering a climate of respect for the variety of experience, analysis, and opinion that exists among those already with us, as well as those we stand beside in a struggle for a better world.

The only way we can effectively support each other and build better, cooler, and more fun communities is through cooperative unity in action, and overcoming the divisions that are created and fostered by the people and systems that currently dominate us.

We strive to conduct ourselves in a friendly manner in our interactions with fellow 400,000,000 members, and those with whom we collaborate.

Sexism, racism, discrimination, harassment, bullying, and violent abuse are endemic under our current systems. These behaviors not only damage individuals and communities, but also pose a serious threat to true (direct) democracy in our organizations, as well as the accord and mutual confidence so essential to building a united, global counterculture.

400,000,000 relates to differences by seeking to help all of its members develop a consciousness relating to all forms of oppression, an understanding of their origins in the social structure of class society, and the resolve to act against all such manifestations of oppression, including taking part in the struggle to eradicate the foundations that make them possible.

Harassment can manifest in many different ways and through many different channels of interaction with varying degrees of severity, ranging from annoying to abusive. This largely depends on its nature and the degree of social, economic, organizational, etc., power held by the harasser in relation to the person or people they harass. While the specifics of what harassment may look like varies widely depending on the context in which it occurs and the people involved, it is inherently coercive, destructive, and, in nearly all instances, it is employed in the service of domination, extortion, and exploitation.

Harassment also includes the use of sexist language and unwanted sexual advances.

A common definition for sexual harassment is:

“Any unwanted or unwelcome sexual behavior, which makes a person feel offended, humiliated, or intimidated. Sexual harassment is not interaction, flirtation, or friendship which is mutual or consensual.”

In such situations where isolated or unwitting instances of sexual harassment occur in spite of any preventative measures and education, delegates may be able to halt such incidents of sexual harassment through discussion and education, however, persistent and/or serious sexual harassment by a member should trigger prompt reconsideration of their membership status in accordance with 400,000,000’s Principles and Code of Conduct documents, regardless of whether or not the harassment would constitute an offense under criminal law. All 400,000,000 members have a responsibility to treat their fellow members in a way consistent with the rules presented in this Code of Conduct at all times.

Harassment of any sort whatsoever, no matter it’s severity, scope, or impact, is absolutely unacceptable within 400,000,000, regardless of whether it has been carried out by members within our organization or those with whom we are collaborating. It will not be tolerated.

We take the safety and well-being of all our members very seriously, and in the interest of fostering robust security, direct democracy, and community, any forms of anti-social violence or abuse (whether sexual or otherwise) will not be tolerated within 400,000,000 under any circumstances. These behaviors undermine unity within the communities we are trying to build, as well as the physical and mental health of our members. 400,000,000 is a global creative network and forum and is not constituted to conduct forensic investigations or court proceedings, or to dispense some form of “justice” to survivors or perpetrators of violence/abuse. We do, however, have democratic processes in place to determine who we allow to participate in our membership.

Perpetrators of anti-social violence and abuse — either within the organization or outside of it — are not welcome in 400,000,000 or our broader community forums. Our policies empower our co-ops to swiftly and democratically expel members whose behavior threatens the communities on which our existence depends.

400,000,000 has offered the guidelines below to assist different internal groups in dealing with reports of sexual violence committed, whether by a formal member or a broader community member. These guidelines may also be useful in dealing with other forms of anti-social violence or abuse.

WHAT CAN I DO?

Any member who feels they are being or have been harassed, discriminated against, bullied, intimidated, or who has experienced violence or abuse by another 400,000,000 member — whether in one-on-one interactions or in larger groups during meetings or other activities involving 400,000,000 — is encouraged to raise the matter with a trusted member (in general) or a Worker-Member.

All members with knowledge of anti-social violence or abuse perpetrated by another 400,000,000 member have a responsibility to report it to a trusted member and/or a member of the most engaged organizational body within 400,000,000 (the Worker-Member Circle).

Certain member bodies or project groups may consider electing one or more grievance officer(s) who can act as a first port of call for issues such as bullying and harassment. These issues should then be raised with delegates who can deal with them as needed.

It should be made clear to members who the grievance officer(s) is/are in whatever way is appropriate for the circle or respective circle project group, so members feel comfortable reporting issues and have a clear understanding of who they need to report to.

Members may still bypass the grievance officer(s) and raise issues with other, more trusted delegate members if they find this more appropriate.

The following guidelines have been developed to assist delegates in dealing with sexual harassment and assault, especially of women by men, which is endemic in most societies under patriarchy. They can also be applied to deal with same-sex sexual harassment and assault affecting gender non-conforming people, or other forms of sexual violence. They do not set out a judicial or quasi-judicial process, but rather guidance for delegate bodies to carry out their democratic role in relation to the suspension or termination of membership. This process is not intended to replace or replicate criminal laws. 400,000,000 recognizes that there are serious flaws in the way state legal systems deal with both survivors and perpetrators of sexual violence. We are struggling to replace sexist, authoritarian law backed by state violence with better rules, procedures, and processes that truly address and reduce all forms of violence.

Sexual and personal violence is an unfortunate and devastating truth in all communities. Often, in spaces concerned with autonomy and freedom, the police are not called. We generally do not believe that state-sanctioned “justice” is helpful, nor that it is the first option we should consider.

Most people who commit acts of sexual harassment know the person they are assaulting, and so they are often part of the same community. Different communities/individuals have tried various responses:

It is difficult to know how to act in response to such matters when the only legitimized “justice” is carried out by the state. We believe that calling the police should be an absolute last resort after members have considered their own power and their community’s power in the situation, and have realistically exhausted them. Even if whatever power we have in a given situation has not been exhausted, there are times when our current society prevents us from exercising it or makes it dangerous for us to do so.

Though this outlines different responses to sexual violence, the question of how we respond to such events is relevant to all types of personal violence, and this becomes even more difficult to address when, for example, a life is taken or a child is harmed.

We may seek restoration/correction, but we are also limited in how we can act or make decisions in our current society. Because we don’t live in an ideal world, we will occasionally have to compromise in order to create and maintain safe communities. This will sometimes mean calling the police. We do not believe community members are betraying their ideals or principles if this is the decision they are forced to make (with the greater safety and security of our members in mind). We have to consider our collective goals when seeking restoration and safety, and how the choices we make contribute to our long-term goals.

Police are a part of the system that made it impossible for you and your community to seek peace and create a solution through your own power, so we don’t have to be thankful for the police or happy that they are there. But in the meantime, we should think critically about alternatives to our current “justice” system, and take full advantage of our own power as capable beings.

We support the many organizations that have fought (and that continue to fight) for restoration and safety for survivors in the here and now.

The process used by delegates and/or grievance officers dealing with a report or observation of sexual harassment or assault by a member should be appropriate to the circumstances of each case, but the following (below) are intended to provide guidance.

The full list of guidelines, in their original order. The overview above folds out to show which apply at each step.