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Copy file name to clipboardExpand all lines: index.html
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company: "Samsung",
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companyURL: "https://samsung.com",
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w3cid: 66378
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},{
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name: "Wendy Reid",
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company: "Rakuten Kobo",
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companyURL: "https://rakuten.com",
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w3cid: 102009
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}],
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github: {
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repoURL: "https://github.com/w3c/PWETF/",
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Statement of Intent
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</h2>
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<p>
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W3C is committed to maintaining a <strong>positive</strong> work environment for all, including and especially those from historically marginalized communities. This commitment calls for a workplace where
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W3C is committed to maintaining a <strong>positive</strong> work environment for all, including and especially those from historically <a>marginalized communities</a>. This commitment calls for a workplace where
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<a>participants</a> at all levels behave according to the rules of the
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following code. A foundational concept of this code is that <em>we all
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share responsibility</em> for our work environment.
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<li>Do not accept or engage in abusive behavior in any form, whether it is
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verbal, physical, sexual, or implied.</li>
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<li>Be honest. Be truthful, sincere, forthright and, unless professional duties require confidentiality or special discretion, candid, straightforward, and frank.</li>
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<li>Be inclusive and promote <a>diversity</a>. Seek diverse
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<li>Be <a>inclusive</a> and promote <a>diversity</a>. Seek diverse
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perspectives. Diversity of views and of people powers innovation,
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even if it is not always comfortable. Encourage all voices. Help new
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perspectives be heard and listen actively.
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relationships. For some cultures, overtly friendly disposition
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towards another participant involving body contact (e.g.: hugging,
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touching on the arm or shoulder, or kissing) is uncommon and may be
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perceived as an invasion of personal space, or as unwelcome advances.
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perceived as an invasion of personal space, or as <a>unwelcome advances</a>.
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</li>
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<li>Work to eliminate your own biases, prejudices, and discriminatory
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<li>Work to eliminate your own biases, <a>prejudices</a>, and discriminatory
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practices.
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</li>
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<li>Think of others’ needs from their point of view. Use preferred
<li>Regardless of the speaker's intentions, some phrases or constructions lead people to expect a patronizing statement to follow. For example, beginning an interjection with a phrase like "Well, actually..." can set this expectation and be taken as a sign of disrespect.</li>
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</ul>
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</li>
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<li>Microaggressions, which are small comments or questions, either
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<li><a>Microaggressions</a>, which are small comments or questions, either
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intentional or unintentional, that marginalize people by
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communicating hostile, derogatory, or negative beliefs. Examples
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include:
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</li>
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802E
<li>Communication in a tone you don’t find congenial.
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</li>
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<li>Criticisms of racist, sexist, cissexist, or otherwise oppressive behavior or assumptions. Similarly, we will not accept claims of "Reverse" -isms, including "reverse racism," "reverse sexism," and "cisphobia".
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<li>Criticisms of <a>racist</a>, <a>sexist</a>, <a>cissexist</a>, or otherwise oppressive behavior or assumptions. Similarly, we will not accept claims of "Reverse" -isms, including "reverse racism," "reverse sexism," and "cisphobia".
Prejudice refers to a set of discriminatory or derogatory attitudes based on assumptions deriving from perceptions about such things as race, culture, religion, skin color, age, sexual orientation, gender, disability, or gender expression.
<dd><p>Includes requests for sexual favors, and other verbal or physical
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conduct of a sexual nature, where:</p>
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</p>
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</dd>
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<dt>
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<dfn>Unwelcome sexual advance</dfn>
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<dfndata-lt="unwelcome sexual attention|unwelcome advances">Unwelcome sexual advance</dfn>
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</dt>
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<dd><p>includes visual displays of degrading sexual images, sexually suggestive conduct, offensive remarks of a sexual nature, requests for sexual favors, unwelcome physical contact, and sexual assault.</p></dd>
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</dl>
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<dd>
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<p>
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Includes visual displays of degrading sexual images, sexually suggestive conduct, offensive remarks of a sexual nature, requests for sexual favors, unwelcome physical contact, and sexual assault.
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