The Coconat Code of Conduct establishes a series of agreements to allow the Community to better live together. How we treat each other and how we interact with one another is a direct reflection of our value system.
We have developed a Code of Conduct because we trust in the remarkable capacity of respect among our team and its members. We believe in making our values visible and actively lived, and we clearly define our responsibilities as an explicit part of working for and with Coconat.
There is, therefore, a non-negotiable expectation that people integrating into the Coconat team will respect and uphold the values and agreements bestowed by our community and our Code of Conduct, hereby presented.
WHO IS COVERED BY THIS CONDUCT
The Code of Conduct applies to team member and guest interactions in all areas of our shared professional lives, including events hosted by Coconat, shared online spaces (Slack, ShiftJuggler.), social media, and in the forms and practice of giving feedback.
It also applies to the way we interact with customers, clients, partners, and external providers. In short, any situation or at any event where we represent Coconat.
Unacceptable behaviors pose a direct threat to our values. They will lead to disciplinary actions, which may include the termination of a contract or an exchange agreement.
Harassment & Transgressing People’s Boundaries
Offensive verbal comments related to gender, sexual orientation, disability, physical appearance, body size, race, religion, or based on any other ground as well as deliberate intimidation, stalking, following, harassing photography or recording, inappropriate physical contact, and unwelcome sexual or romantic attention are not tolerated at Coconat.
Racism, Sexism, Homophobia, Discrimination & Bigotry
Any attachment to a belief, opinion, or faction (in particular, prejudice against a person or people on the basis of their membership of a particular group) will not be tolerated at Coconat.
Dishonesty & Taking Advantage
Coconat strongly encourages the culture of Trust. For this reason, dishonesty and deliberately advantageous behaviours will not be tolerated.
HOW TO ADDRESS AN INTERPERSONAL OR PROFESSIONAL ISSUE
Option 1: Direct Communication. We encourage members of the Coconat community to practice active listening and open communication. If you feel comfortable bringing up the incident with the person involved, ask them in a timely way to discuss how it affected you.
Option 2: Talk to a peer. While gossip is by no means encouraged by Coconat, sometimes confiding in a team member may bring about a different perspective on the issue at large. They may be able to advise on how to handle the situation or may be able to support you in bringing the issue to those who can effectively help.
Option 3: Speak to a Responsible person. Depending on the degree of the situation, we invite you to speak to a person that would qualify as a good person to look for for advice. The Volunteer Representative or JJI team are always open to talk directly to the team member in question if you feel uncomfortable or unsafe doing so yourself.
Inviting TL;DR our differences make us stronger
As a variety of skills and ideas co-exist vicariously through the people living under our roof, we embrace and hold space for a diversity of thoughts, cultures, and lifestyles to collide and grow through a potential shift in perspective. At Coconat, we believe that we are set in motion through the acceptance of our own very differences. This is why we uphold inclusivity as one of our main values.
Inspiring TL;DR listen and be heard
Coconat’s management system is both dynamic and flexible. We are constantly inspired by others through communication and feedback. Information flow and communication are essential for Coconat’s functioning. Hence, we remain actively engaged in listening to and respecting the needs of the on-site and surrounding communities.
Inventing TL;DR we test new processes often
To allow a continuous innovation flow, long-term projects are tested out quickly through short cycles of realization; providing a proof of concept, accurate testing, thorough evaluations, and accountability in short-time cycles.
Trust & Horizontal Governance
Coconat applies a model of flat hierarchy, replacing hierarchical leadership with coordination, collaboration, and shared responsibility for decisions and outcomes. The organization believes in trusting its community and promotes autonomy and self-reliance, making internal processes less bureaucratic and all the more flexible and efficient.
Coconat trusts in its staff’s competences and capacities. To best take advantage of the team’s individual potential, Coconat delegates projects to experts, such as gardeners, musicians, photographers, story-tellers, writers, chefs, architects, climate change activists, business developers, etc.
Flexibility & Adaptability
Coconat is an organisation that grows through direct-experience. Its powerful feedback culture enables us to learn from our team members, guests, and from the local villagers and community.
We frequently ask for feedback, embrace it as an opportunity to learn, and deliver feedback clearly and directly to those involved, in a timely way. We listen closely, set clear expectations and challenge others when data or experience suggests an alternative perspective.
Respect & Responsibility
Supporting, maintaining, and championing respect and responsibility means more than just sticking to a to-do list: it means taking ownership for the outcomes of our actions. For this reason, we remain sensitive to our community’s needs.
For those who live on-site :: GENERAL CO-LIVING AGREEMENTS
Look after the well-being of the community.
Look after the place as if it were your own.
Leave things the way you found them (or better).
Keep your word and be accountable.
Respect other people’s boundaries. If you are unsure, ask what they are.
Silent Time starts at 22h and ends at 8am.
Dogs are welcomed and invited to remain on a leash.
Please wear clothes in the shared areas.
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