OLI's Code of Conduct

Leading up to our General Assembly on December 15, 2025, we are launching a special Code of Conduct Review Committee tasked with finalizing this foundational document. The goal is to present a final, robust version for membership approval at the General Assembly.

The initial draft below reflects the starting perspective of the Leadership Team. We strongly encourage members who wish to contribute their expertise to the finalization process to express their interest by emailing us at membership@olangi.org. 

I. Scope and Application

This Code of Conduct applies to all individuals formally associated with OLI, including Volunteer Members, Contributing Members, Sustaining Members, Committee Chairs, and the Statutory Board.

The Code applies at all times and across all contexts where a member’s actions may reflect upon OLI’s reputation, integrity, or mission. This includes official OLI activities, internal communication channels, and public statements when identifying with the association.

Special Expectations and Eligibility

• Eligibility: To maintain the highest standards of professionalism, OLI does not accept applications or affiliations from individuals under the age of 18.
• Operational Roles: Members serving in Contributing Roles and the Statutory Board are held to an even higher standard of conduct regarding confidentiality, financial integrity, adherence to statutes, and timely fulfillment of their duties.

II. Professionalism and Quality

All OLI members are expected to uphold the highest standards of professional conduct, integrity, and quality in all activities undertaken on behalf of the association.

A. Standards and Expectations

1. Quality of Work: Members must strive for the highest quality in all deliverables, adhering strictly to deadlines, following established style guides, and maintaining accurate, high-caliber work.
2. Confidentiality: Members must treat all non-public information—including client proprietary data, internal strategic discussions, and unreleased financial figures—with the strictest confidence. This information must never be disclosed to third parties or used for personal gain.

B. Intellectual Property (IP)

1. Client Projects: Intellectual Property created during a pro-bono client project is formally transferred to the client upon successful completion and handover of the final deliverables.
2. Internal Projects: All Intellectual Property created by members for the internal operations or communications of OLI (e.g., training materials, graphics) is immediately transferred to and owned by the Open Language Initiative (OLI) z.s.

C. Personal Beliefs and Conflict of Interest

1. Freedom of Belief: No member will ever be required to work on a project that conflicts with their core ethical or personal beliefs (e.g., specific religious content, reports on war crimes). Members are responsible for communicating any such conflict to the appropriate committee chair promptly.
2. Conflict Resolution: OLI imposes no restrictions on members working for other similar organizations. However, should an actual or perceived conflict of interest arise, the member must promptly disclose the matter to the Statutory Board and the Chair of the Language Services & Program Operations Committee for review.

III. Inclusivity and Respectful Behavior

OLI is committed to fostering a culture of mutual respect, dignity, and inclusion.

1. Non-Discrimination and Harassment: OLI has zero tolerance for any form of discrimination, harassment, bullying, or intimidation based on race, color, nationality, ethnic origin, religion, age, disability, gender, gender identity, sexual orientation, or family status.
2. Communication Etiquette: All communications must be professional and respectful. Members must refrain from using personal attacks, inflammatory language, or profanity in official OLI channels. Criticism should always be constructive, focusing on the work or process, not the individual.
3. Public Representation: When identifying as an OLI Member publicly, members must ensure their conduct aligns with OLI’s mission and does not bring the association into disrepute.

IV. Reporting and Enforcement

OLI is committed to the fair and prompt resolution of all Code of Conduct concerns.

A. Reporting Concerns

1. Reporting Mechanism: If a member witnesses or is subject to a conflict with this Code, they should report the incident promptly to the designated Ethics Lead (Statutory Board member) or the Chair of the Member Success & Development Committee.
2. Confidentiality: All concerns will be handled with discretion and confidentiality. OLI strictly prohibits any form of retaliation against a member who raises a concern in good faith.

B. Review, Resolution, and Actions

1. Impartial Review: The designated Ethics Lead will conduct an initial, impartial review to understand the facts, with an emphasis on finding a resolution that aligns with OLI’s values.
2. Consequences: Actions for not upholding the Code are determined by the Statutory Board based on the severity and intent of the actions. The purpose is restorative and to preserve the integrity of the community. Actions may include, but are not limited to:
• Constructive Feedback: A formal discussion aimed at correcting behavior.
• Written Reprimand: A formal letter documenting the violation.
• Temporary Suspension: Suspension of specific membership privileges for a fixed period.
• Revocation of Membership: For severe violations (e.g., breach of confidentiality or discrimination), the Statutory Board may permanently revoke the individual’s OLI membership.

C. Appeals Process

A member who receives a disciplinary action has the right to appeal the decision. The appeal must be submitted in writing to the full Statutory Board (or a designated, non-involved body) within a specific timeframe following the notification of the decision. The appeal body’s decision shall be final.