EO 14151 (#1531)

* EO 14151

* Update navigation.

.config/mkdocs.yml

@@ -6,12 +6,6 @@ nav:
       - Background: about-civicactions/README.md
       - about-civicactions/mission-values.md
       - about-civicactions/culture.md
-      - Diversity, Equity, Inclusion, and Accessibility (DEIA):
-          - about-civicactions/diversity-equity-inclusion/README.md
-          - about-civicactions/diversity-equity-inclusion/defining-dei.md
-          - about-civicactions/diversity-equity-inclusion/affinity-channels.md
-          - about-civicactions/diversity-equity-inclusion/deia-get-involved.md
-          - about-civicactions/diversity-equity-inclusion/resources.md
       - Our structure:
           - about-civicactions/our-structurehow-we-are-organized.md
           - about-civicactions/our-structureorg-structure.md
@@ -25,7 +19,6 @@ nav:
       - employee-benefits/canada-benefits-policy.md
       - employee-benefits/canada-tech-stipend.md
       - employee-benefits/professional-development.md
-      - employee-benefits/employee-referral-bonus.md
       - employee-benefits/on-call-stipend.md
   - Company policies:
       - company-policies/README.md

about-civicactions/culture.md

@@ -34,26 +34,6 @@ Here are some of the tools and practices we use to help us remain open with each
 -   **Balance scores** - At every meeting, we each report our "balance score" -- a number from 1 to 10 that represents how well you are recognizing and honoring your priorities in your personal, work, and spiritual life. Everyone knows about the struggle for "work-life balance," and this practice is our way of empowering people to honor theirs -- with the addition of spiritual/mental health as well. A high balance score doesn't necessarily mean everything is going perfectly in your life, but it means you are honoring the priorities you have set for yourself. By hearing the balance of other team members, we can remain attuned to who might need extra support, or who is thriving and might have capacity to serve as a resource for others. You can read more about balance scores in [this blog post](https://medium.com/civicactions/improving-scrum-team-flow-on-digital-service-projects-6723d95eaad8).
 -   **Culture videos** - We have [several videos](https://vimeo.com/civicactions) that feature team members talking about CivicActions. It's an interesting glimpse into the different values and appreciations from our peers. We invest a lot of energy into appreciating each other and creating a company where people are free to be themselves and grow their skills by taking risks and learning from failure.
 
-### Personal pronouns
-
-Being a gender-diverse team means that not everyone's pronouns are immediately obvious, so it's important to find out. Taking the time to learn and use your teammates' personal pronouns correctly will help you communicate respectfully.
-
-Sharing your own pronouns promotes clarity and transparency. It can also promote inclusion by normalizing the practice. You can communicate your pronouns in your Slack profile, Zoom profile, email signature, business card, CivicActions staff bio, and in spoken communication.
-
-These practices won't be familiar to everyone, and it may take some time and practice to get used to. That's ok — there are plenty of resources and people here to support you as you learn.
-
-**Resources**
-Check out the All Humans Call (AHC) slide deck on personal pronouns to learn more about:
-
--   What are gender neutral pronouns?
--   Why do personal pronouns matter in our industry?
--   What to do if you mess up
--   How to make a correction
-
-[AHC: Personal pronouns (slide deck)](https://docs.google.com/presentation/d/1v0Ak3oAL5ZrxywQUf1hioUe3BY-73IeaV1XNiAhb9UY/edit)
-
-If you have questions, concerns, or want to practice, you can DM member of PeopleOps for support or post a question in #celebrating-diversity Slack channel.
-
 ## Transparency
 
 We talk a lot about transparency here at CivicActions, but what is it? There are many different, often conflicting definitions for transparency in business. Here are some, from the book Accountability and Transparency for Peaceful Development by Kelly Ngyah.
@@ -66,24 +46,6 @@ We talk a lot about transparency here at CivicActions, but what is it? There are
 
 Transparency is the company, board, and management team's responsibility. We aim to be open and transparent with employees, clients, and one another. Whether it's a challenge or an issue, we encourage discussions to occur in the open. This does not mean that you cannot ever speak in private. This means that we have a responsibility to be as transparent as possible about the work we do and how we do it.
 
-## Inclusion
-
-Inclusion is a sense of belonging that allows people to fully engage and contribute, and is a key part of fostering diversity and equity on our team. Promoting inclusion goes beyond simply tolerating differences — it requires taking an active role in honoring the variety of experiences we bring to the table so everyone is empowered to participate.
-
-Some practical tips for making inclusive spaces on your team:
-
--   Observe your teammates' personal pronouns
--   Notice who isn't speaking, and give them opportunities to contribute
--   Celebrate the things your teammates do well
--   Start noticing when you've made an assumption, and ask questions instead
--   Practice active listening (see the previous section)
--   Take time to learn more about how inequality affects people at work
--   Speak up when you notice that someone is disrespected or left out
-
-We work to model the change we want to see in the world, and that starts with how we make space for each other at work. At CivicActions, diversity, equity, inclusion, and accessibility isn't just a core part of our culture, it's also a committee.
-
-[Learn more about the Diversity, Equity, Inclusion, and Accessibility Committee](diversity-equity-inclusion/deia-get-involved.md)
-
 ## Accessibility
 
 **CivicActions' Accessibility Commitment: Both in our work with the government and here at home, accessibility is never done.**
@@ -118,10 +80,6 @@ A: We are a very supportive team and if you need help, we want you to know that
 -   If you feel unbalanced: Go to your manager, your project manager, mentor, or PeopleOps.
 -   If you are being harassed or feel uncomfortable or unsafe: Go to Elizabeth or anyone else on the PeopleOps team.
 
-### Q: What is CivicActions doing to foster diversity?
-
-A: We have goals each year to increase diversity in different areas of the company. We are having on-going discussions about what diversity means and how to foster it. These discussions happen at our annual summits, during All Human Calls, during check-ins and via our #celebrating-diversity Slack channel. And we need help with this - we hope you'll join in on the conversation.
-
 ### Q: Open communications generally make me uncomfortable and I may feel intimidated asking a question in front of an audience. Can I just go to the person who I know has the answer in a more private way?
 
 A: The idea behind our open communication policy is to keep the team in the know and keep information transparent in our remote environment. Since we're not all sitting in an office together, it can be easy to miss out on information. You may ask a coworker a question in a private message, that could have been answered better had the team seen it. Also, your question may be shared by other team members who would appreciate hearing an answer. In many cases it's okay to go to a person privately; what we want to encourage is for people to default to open and to realize that being uncertain or having an issue isn't something to hide. We don't have a CYA mentality -- that only leads to misunderstandings growing deeper and mistakes growing worse. The benefits of open communication extend to our clients as well -- people we work with know that we will not gloss over the truth, but rather be transparent and learn from mistakes.
@@ -164,7 +122,7 @@ A: If you're comfortable communicating with the person who offended you, please
 
 If someone tells you that content you shared is offensive you should remove the content. When sharing content, consider if it is consistent with CivicActions' culture and code of conduct.
 
-We highly encourage everyone to get support about anything that makes them uncomfortable, especially as our organization grows in numbers and diversity. CivicActions is a place where each team member sincerely desires the well-being of others, and everyone should feel free to speak up without fear of repercussion. If you are or know of someone who is subject to behavior in violation of our [Policy Against Proscribed Harassment and Discrimination](../company-policies/anti-harassment-policies.md) you can follow the [reporting procedures](../company-policies/anti-harassment-policies.md#reporting-and-investigating-proscribed-harassment) in that policy.
+We highly encourage everyone to get support about anything that makes them uncomfortable, especially as our organization grows. CivicActions is a place where each team member sincerely desires the well-being of others, and everyone should feel free to speak up without fear of repercussion. If you are or know of someone who is subject to behavior in violation of our [Policy Against Proscribed Harassment and Discrimination](../company-policies/anti-harassment-policies.md) you can follow the [reporting procedures](../company-policies/anti-harassment-policies.md#reporting-and-investigating-proscribed-harassment) in that policy.
 
 ### Q: If someone says something that could be interpreted as racist, sexist or otherwise inappropriate, how can I let them know that isn't welcome here?