Those who take part in NSIG multi-stakeholder process will undertake to:

• Act in accordance with  NSIG ‘s Bylaws. In particular, participants undertake to act within the mission of  NSIG  and in the spirit of the values contained in the Bylaws.
• Adhere to  NSIG ‘s conflict of interest policies.
• Treat all members of the  NSIG  community equally, irrespective of nationality, gender, racial or ethnic origin, religion or beliefs, disability, age, or sexual orientation; members of the  NSIG  community should treat each other with civility both face-to-face and online.
• Respect all members of the  NSIG  community equally, behave in a professional manner and demonstrate appropriate behavior.  NSIG  strives to create and maintain an environment in which people of many different backgrounds and cultures are treated with dignity, decency, and respect. Specifically, participants in the  NSIG  process must not engage in any type of harassment. Generally, harassment is considered unwelcome hostile or intimidating behavior — in particular, speech or behavior that is sexually aggressive or that intimidates based on attributes such as race, gender, ethnicity, religion, age, color, national origin, ancestry, disability or medical condition, sexual orientation, or gender identity.
• Act in a reasonable, objective and informed manner when participating in policy development and decision-making processes. This includes regularly attending all scheduled meetings and exercising independent judgment based solely on what is in the overall best interest of Internet users and the stability and security of the Internet’s system of unique identifiers, irrespective of personal interests and the interests of the entity to which an individual might owe their appointment.
• Listen to the views of all stakeholders when considering policy issues.  NSIG  is a unique multi-stakeholder environment. Those who take part in the  NSIG  process must acknowledge the importance of all stakeholders and seek to understand their points of view.
• Work to build consensus with other stakeholders in order to find solutions to the issues that fall within the areas of  NSIG ‘s responsibility. The  NSIG  model is based on a bottom-up, consensus driven approach to policy development. Those who take part in the  NSIG  process must take responsibility for ensuring the success of the model by trying to build consensus with other participants.
• Facilitate transparency and openness when participating in policy development and decision-making processes.
• Support the maintenance of robust mechanisms for public input, accountability, and transparency so as to ensure that policy development and decision-making processes will reflect the public interest and be accountable to all stakeholders.
• Conduct themselves in accordance with  NSIG  policies.
• Protect the organization’s assets and ensure their efficient and effective use.
• Act fairly and in good faith with other participants in the  NSIG  process.
• Promote ethical and responsible behavior. Ethics and integrity are essential, and  NSIG  expects all stakeholders to behave in a responsible and principled way.

NSIG is a unique multistakeholder environment. The  NSIG  community is comprised of participants from numerous and varied backgrounds, societal values, and cultural norms. A guiding goal of  NSIG ‘s Community Anti-Harassment Policy is to emphasize, encourage, and promote the spirit of mutual respect expected within the  NSIG  community. Society’s values and norms have and will continue to evolve. However, such respect is timeless and is a guiding foundation of this Policy. This Policy is not intended to impede or inhibit free speech.

As a condition of participation in  NSIG ‘s multistakeholder processes, those who take part must:

1. Behave in a professional manner, demonstrate appropriate behavior and treat all members of the  NSIG  community in a respectful, dignified, decent manner at all times, including in face-to-face and on-line communications, irrespective of Specified Characteristics so that individuals of all backgrounds and cultures are made to feel welcome. Specified Characteristics means, but is not limited to, the following: age, ancestry, ethnicity, physical or mental disability, genetic information, medical condition, marital status, national origin, race, religion, sex (which includes, among other things, gender, gender identity and gender expression), sexual orientation, citizenship, primary language, immigration status, socioeconomic status, pregnancy, childbirth, or medical conditions related to pregnancy.
2. Refrain from harassment of any type. Harassment is unwelcome non-consensual hostile or intimidating behavior. Harassing conduct or commentary may take many forms, including, but not limited to, verbal acts and name-calling; graphic and written statements, which may include use of phones or the Internet; or other conduct that may be physically threatening, harmful, or humiliating. Conduct does not have to intend to harm, be directed at a specific target, or involve repeated incidents in order for it to be deemed harassment. Examples of the types of inappropriate conduct that are prohibited by this Policy include, but are not limited to, the following:
   • Inappropriate touching, including, but not limited to, sexually suggestive touching such as grabbing, groping, kissing, fondling, hugging, stroking someone’s hair, or brushing against another’s body, or touching that the actor may not have intended to be sexually suggestive but which constitutes uninvited touching, such as rubbing or massaging someone’s neck or shoulders
   • Use of offensive language
   • Violating someone’s “personal space” after being told you are doing so
   • Leering, stalking, or suggestive whistling
   • Gesturing in a sexually suggestive manner
   • Circulating or posting written or graphic materials that show hostility or disrespect toward or that demean individuals because of Specified Characteristics as set forth above
   • Lewd or graphic comments or jokes
   • Use or distribution of sexual imagery in public presentations and displays
   • Harassing photography or recordings
   • Repeated requests for dates, or unwanted communications of a romantic nature, after the individual receiving them indicates that she or he does not wish to receive them.
3. Refrain from retaliation against anyone for reporting any conduct or commentary that is inconsistent with the terms set forth above (“inappropriate behavior”) or for participating in an investigation of any such report or complaint.

Reporting and Complaint Procedure

The following reporting and complaint procedure is available to anyone who identifies inappropriate behavior.

1. The individual who identifies inappropriate behavior may: (i) communicate with the person(s) responsible and attempt to resolve the issue informally; and/or (ii) promptly report to the NSIG Coordinator the facts giving rise to a belief that inappropriate behavior has occurred and cooperate fully in the ensuing investigation of the complaint.
2. The NSIG Coordinator will review and evaluate the complaint. The evaluation will include the following, as appropriate in the sole discretion of the NSIG Coordinator, in an effort to obtain an understanding of the facts: (i) communication with the complainant to clarify the facts giving rise to the complaint; (ii) inquiries of the accused to obtain a response to the complaint if, in the NSIG Coordinator ‘s discretion, the complainant has provided sufficient facts to support the allegation that inappropriate behavior has occurred; and (iii) communication with other percipient witnesses, and review of documentary evidence, if any, and if appropriate.
3. The NSIG Coordinator will determine whether inappropriate behavior has occurred and will communicate the results to the complainant and the accused. No “corroboration” is required to support a finding; the NSIG Coordinator will consider the credibility of each party in making a determination.
4. The NSIG Coordinator will determine what remedial action, if any, is appropriate in light of the findings of the evaluation. If the NSIG Coordinator in its discretion, finds that remedial action is appropriate, that remedial action may include, but is not limited to, excusing any individual responsible for inappropriate behavior from further participation in the  NSIG  process for a specified period of time, limiting the individual’s participation in some manner, and/or requiring satisfaction of pre- requisites such as a written apology as a condition of future participation.
5. The reporting and complaint procedure will be conducted in a manner to ensure confidentiality to the reporter as well as the person who is the subject of the complaint.