In the May 1st Labour Union (G1PS), we often feel like a group of good friends – it seems that we've all gathered pursuing the same goal, following the same values. However, we often forget that we come from different social backgrounds, with different experiences, education and traumas, we're accustomed to different communication styles and vocabulary. This environment, left unattended and unreflected upon, can over time lead to unpleasant experiences, problematic comments that hinder communication, disturb the atmosphere and interfere with collaboration toward common goals.
The purpose of these guidelines is to have a common foundation and clearly defined boundaries for what behavior is encouraged and what is not tolerated in this community. At the same time, this is an encouragement for self-reflection – what seems right to some may not necessarily be right to other community members. If we want to create a safe and inclusive environment, we must take this into account. These guidelines are intended to nurture a community where everyone feels safe to participate, present new ideas and share experiences, regardless of race, ethnicity, origin, religion, biological or social gender, age, disability, education, profession, sexual orientation and other aspects of diversity.
When and How to Use These Guidelines
These guidelines define our behavioral expectations as a May 1st Labour Union community, both when communicating online in internal communication channels (even those designated for spam – an informal communication environment does not imply freedom to violate another's dignity), and when meeting in person, during local branch organized meetings and protests, festivals and camps, training sessions, as well as simply meeting on the street or in private settings. It's important to keep in mind that even actions taken outside the labour union environment can have a significant impact on the community's wellbeing.
Behavior Expected of You
Be respectful and value different perspectives
Value each other's ideas and viewpoints. We don't always have to agree, but disagreement is never an excuse for bad behavior. Be mindful of the impact you can make with your comments or actions – our goal should not be to win every disagreement or argument at any cost. Respect those with different cultural traditions, viewpoints and beliefs. Strive to reflect on your own biases and preconceptions. Think about others' needs from their perspective. Use preferred forms of address (including pronouns) and an appropriate tone of voice. Take responsibility for your actions and consider their impact. If someone says that your words or actions offended or saddened them, listen, sincerely apologize and strive not to repeat this behavior in the future.
Seek to include
Diversity of opinions and people in communities encourages new perspectives and practices, even when it's not always comfortable or customary. Encourage everyone to express their opinion. If possible, offer alternative ways to contribute or participate. If you notice that you're dominating a discussion, take a step back and encourage others to express their opinion, make space for alternative viewpoints. Pay attention to how much time dominant group members (and you yourself) take up and, if necessary, make that known. Make room for other opinions and actively listen to them.
Take action yourself
Instead of demanding that others do something (e.g., what posters to bring to a protest, what to chant; being indignant that there's no protest or active discussion about X), initiate action yourself and invite others to join. Remember that our labour union consists of people from different backgrounds and social strata, with different priorities in life. If you make a suggestion or ask a question, keep in mind that no one (except responsible G1PS employees and Council members) is obligated to respond. If you feel you're not being heard, repeat the question and wait patiently or try to find a solution yourself.
Reflect on your position and privileges
We are all privileged in one way or another. Privileges can be:
Social (by race, gender, economic class, workplace, age, education, etc.);
Psychological (for example, resilience to sensitive information, ability to function in stressful situations, etc.);
Physiological (conditioned by physical constitution, health status);
Contextual (manifesting as the ability to function in a specific context, for example, computer literacy).
Those occupying dominant positions often don't recognize their advantages, mistakenly consider their position "ordinary" and, without reflecting on it themselves, project it onto marginalized groups: "if I can do it, then others can too." To maintain an open and safe community, it's important to understand that each of our positions is variable and context-dependent – in some areas you may have privileges, while in others you may be marginalized. It's essential to actively reflect on the power dynamics in which we all participate, acknowledge our privileges, marginalized positions and experiences, and use this understanding to strive for the most conscious communication possible with each other. By listening and learning from those whose voices are often pushed to the periphery, we strengthen our entire community. Use your privileges constructively to amplify marginalized voices, not to overshadow them.
Behavior That Will Not Be Tolerated
Based on these communication guidelines, the following behavior within the labour union and beyond its boundaries is considered unacceptable:
Violence and threats of violence
This applies both online and in real life, and includes incitement to violence against any person, including intentional use of force or threats to use it, intimidation or encouragement of self-harm. This also includes posting or threatening to post other people's personal information online. No violence is justified based on another's differing opinion, beliefs and ideas – it's natural that conflicts will inevitably arise, but irritation or dissatisfaction should never motivate a personal attack.
Demeaning language
Related to gender identity, race, ethnicity, citizenship, language, origin, social status, faith, beliefs or views, age, sexual orientation, disability, ethnic affiliation, health status, marital status, education, profession and other aspects of diversity, is unacceptable. If you're not sure whether your statement is offensive, it's better not to use it. This also includes repeated subtle and/or indirect discrimination. When asked to stop, cease such behavior and strive not to repeat it in the future.
Unwanted sexual attention or physical contact
This includes sexualized comments, jokes, sharing pornographic or other uncensored content in communication channels and at live G1PS events and meetings, as well as physical contact without consent or after being asked to stop.
Deliberate malicious disruption of discussions
Repeated disruption of labour union events and meetings, including conversations and presentations, aimed at silencing uncomfortable topics or specific individuals. This includes interrupting speakers, rudely imposing one's opinion, seeking to provoke hostility during a session.
Consequences of Unacceptable Behavior
Unacceptable behavior by any union member, including decision-makers, will not be tolerated. Anyone asked to stop unacceptable behavior must do so immediately. Repeated violations of these guidelines may result in the violator being asked to leave an event or online space temporarily or for the entire membership period; for serious offenses, the violator may be prohibited from continuing active participation or membership in the labour union.
G1PS also reserves the right not to resolve domestic situations and not to assume the role of judge, but violation of principles and behavioral guidelines may result in the consequences listed above.
Am I experiencing abuse?
Often, especially in the cases of psychological abuse and in the context of close relationships, it is difficult to realise that the relationship is violent. Here are some definitions drawn up by professionals that can help you recognise and name the abuse you could be experiencing:
We invite you to remain open-minded, to come forward and to try to resolve your problems together. None of us deserves experiencing abuse, and it is never our fault. By tackling issues together, we can feel safer and stronger to deal with them.
Reporting Unacceptable Behavior
If you believe you have encountered unacceptable behavior, please report it to help@g1ps.lt. Reports to this address are reviewed only by the G1PS internal communications specialist. No cases will be discussed with other persons without the consent of those reaching out. We believe that confidentiality is a companion to safety.
After examining a specific case, the G1PS Council will in turn take action, meet with the parties involved and make a decision regarding termination or retention of membership.
Upon establishing a case of violence, the council may also refer to institutions providing professional assistance, mediate meetings with lawyers, psychologists and social workers, and provide financial assistance if necessary.
We encourage you to reach out regarding other cases where you believe other members' actions are in some way harming other members or the organization.
Theoretical Readings for Those Interested in Learning More
If you would like to learn more about the concepts and situations mentioned in these guidelines, find arguments or share with colleagues, we have created a folder with various information of this nature. We invite you to visit.
