Code Rood recognises that our struggle for climate justice is inherently linked with fighting systems of oppression and inequality. As such we want our work to be marked by principles and practices that guide us towards our collective liberation. 

Therefore, we will not accept racism, sexism, ageism, homophobia, transphobia, classism, ableism that are instrumental/used to normalize inequality in our societies. Nor will we accept prejudice based on ethnicity, nationality, class, gender, gender presentation, language ability, asylum status or religious affiliation.

We want social and ecological justice. We want anti-oppression to be lived and taken care of in our daily interaction. We need this to make our movement strong and diverse.

We recognise that in our own upbringings oppressive dynamics and behaviours are reproduced. They are further normalised by politics, media, school and people around us. To be an inclusive and strong movement and reach collective liberation it takes knowledge and a commitment to careful, active listening, and also a willingness to speak up, learn, and acknowledge mistakes.

We want to examine and challenge the ways that power and privilege (based on factors like race, gender, class, ability or age) manifest themselves within our own groups and organisation. This is a constantly evolving process. It could raise difficult questions and lead to uncomfortable situations. In this process we want to be guided by the following

values and principles

  • Privilege: Be aware of the space you take up, and of the positions, power and privileges you bring (including racial, class and gender privilege, as well as less obvious or invisible hierarchies such as age or experience) . Think about how your words, opinions and feelings come across and who they might exclude or harm.
  • Language: Be aware of the language you use in discussion and how you relate to others. Try to speak clearly and without the use of complicated language when this is not needed.        
  • Respect: recognise that we try not to judge, put each other down or compete with each other. Mutual respect is the key element: listen to the wisdom everyone brings to the group.
  • Labour: please appreciate different kinds of labour. Contribute what you can; this will be different for everyone. We try to create a work environment where skillsharing is facilitated and criticism is offered in constructive ways.
  • Collective responsibility: Ensuring a safe space is a responsibility we all carry. It is also an important part of being allies. Still, everyone is also personally responsible for their own behaviour. If you witness behaviour that is harmful to someone in the group/meeting don’t be a bystander and don’t assume that it is only their responsibility to address this behaviour.
  • Calling out and receiving criticism: we need an environment where criticism can be given and received in a safe and constructive manner. It is an important basis for practicing  true solidarity. If you have acted or spoken harmfully, even if without meaning to, someone will bring this up with you. While we have no excuse for repressive behaviour we do want to consider the ways we offer criticism in order to have a process of learning rather than exclusion and more hurting. If you receive criticism, listen and reflect on what they are saying even if you think they may be wrong. Ask for clarification when needed. Don’t try to absolve yourself of responsibility.
  • Learning: Be curious but don’t be intrusive, inquisitive or overask. We are each responsible for our own learnings and for sharing it without pushing. We all have our own background and set of knowledge and experience, we all have different starting points and we all have different levels regarding particular issues. This is okay and if you don’t understand something feel free to ask.
  • Security: don’t use or share the names/details of people who have been involved in organising and carrying out tasks and our actions without their clear consent. This makes sure that journalists, police or other unknown people don’t hold information that could potentially put a member of our community at risk. Journalists and researchers need to have contacted us beforehand to ask for permission to attend the event. This should be done by sending us an email including a description of their work and reasons for why they would like to attend a gathering or meeting. If they haven’t: direct them to a (police)spokesperson and notify someone from the facilitation team.
  • Consent: before you make physical contact (f.e. touch) or discuss sensitive topics or violent issues, always ask if people are comfortable with that. Do not ever assume your personal physical & emotional boundaries are the same as that of other people.
  • Social: Like other communities we also build social relationships outside of meetings and actions. This Safer Spaces policy is valid wherever and whenever we are together. And it also means trying to have meeting spaces that are accessible to the widest range of people who believe in climate justice and collective liberation.

Breaking patterns of inequality, dominance and oppression (procedure)

If there is unacceptable or harmful behaviour in any of our meetings, we will point out the harmful behaviour and actively look for solutions and better practices. It is our aim to address issues as soon as possible.

Anyone in the group can speak up about unacceptable, harmful behaviour. If you raise an issue, you can address it in the group or talk privately to the person whose behaviour was disrespectful, hurtful or inappropriate. We aim to use these situations as learning moments and to grow as individuals and as a group. So please be open to feedback and try to make sure there is space to learn. Take care to raise the issue with the right people and don’t start or spread rumours without the opportunity to first resolve it with those involved.

If you feel unable to speak up, please reach out to one of the facilitators at the event or to another person in the group and ask for help. Don’t feel like you have to deal with a bad situation on your own; we are all responsible for the well-being of everybody in the group.

In case something, for whatever reason, cannot be resolved during the meeting and is severely hindering the group to continue the work, it is possible to ask a member of the facilitation team to tell a person to leave the group or meeting.